Maryland Shared Open Access Repository
MD-SOAR is a shared digital repository platform for twelve colleges and universities in Maryland. It is currently funded by the University System of Maryland and Affiliated Institutions (USMAI) Library Consortium (usmai.org) and other participating partner institutions. MD-SOAR is jointly governed by all participating libraries, who have agreed to share policies and practices that are necessary and appropriate for the shared platform. Within this broad framework, each library provides customized repository services and collections that meet local institutional needs. Please follow the links below to learn more about each library's repository services and collections.
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Recent Submissions
The Impact of Transformational Leadership on Employee Performance: A Field Study in the Ministry of Sports in Saudi Arabia
(2024-11) Alanazi, Fahad; Naylor, Lorenda; Henderson, Lenneal; Michael, Eleftherios; University of Baltimore. College of Public Affairs; University of Baltimore. Doctor of Public Administration
This research evaluates the impact of transformational leadership on the performance of employees in the Ministry of Sports in Saudi Arabia. The main research question explores transformational leadership and its impact on employee performance in the Saudi Ministry of Sports. Three main components are assessed: 1) the impact of charismatic leadership practices, 2) the relationship between inspiring motivation and employee performance, and 3) the role of individual consideration in employee job performance. Overall, the research asks, "How does Saudi Arabia's Ministry of Sports practice transformational leadership, and how does it influence employee performance?"
A quantitative approach is utilized, as it provides a practical approach to achieving the objectives of the study. The researcher conducted an online survey for each of the selected study participants. The data collected from the study was subjected to a T-test to assess complex differences between the responses given by the study participants and ANOVA analysis of variance to test the study hypotheses.
The aim of the research is to fill a management gap and provide beneficial information to decision-makers on the best leadership style to adopt for maximum productivity. In addition, this study is a scholarly resource for people interested in studying transformational leadership in Saudi Arabia.
Communities of Practice: How Teachers' Relationships Underscore Suburban Middle School Culture and Organizational Commitment
(2024-12) Sutherin, Kristen G.; Locraft Cuddapah, Jennifer; Harris, Keith; Markoe, Michael; Hood College Organizational Leadership; Doctor of Organizational Leadership
Teacher attrition poses significant challenges in education systems, leading to inconsistent instruction, reliance on substitute teachers, and increased costs for hiring and training replacements (Carver-Thomas & Darling-Hammond, 2019). Despite considerable research on this issue in various educational settings, a gap exists in understanding the factors influencing teacher commitment specific to suburban middle school teachers. Drawing from theories on communities of practice (Lave & Wenger, 1991), organizational commitment (Allen & Meyer, 1990), and cultural frameworks (Schein & Schein, 2017), this multiple case study of middle school teachers explored how school culture impacted their commitment to their schools and districts. The central research questions focused on the influence of school culture on organizational commitment; the elements of culture manifested in artifacts, beliefs, and assumptions; and the effects of team, school, and district cultures on teacher commitment. Additionally, the study examined how relationships within these contexts shape teacher commitment and explored the costs and benefits associated with sustaining commitment. Data procedures involved distributing questionnaires to general education teachers across four suburban middle schools followed by in-depth, semi-structured interviews with selected participant volunteers (Creswell & Creswell, 2018). Key themes emerged, highlighting the significance of relationships and trust in fostering commitment, the overall culture of the school, the role of leadership support and stability, and the ultimate decision to stay or leave. Study findings underscored that neglecting culture and commitment issues could exacerbate teacher attrition, necessitating continual investments in new teachers and depriving students of the stability and expertise that experienced teachers provide. Teachers want to stay in schools where they feel a sense of belongingness which leads to organizational commitment. To address these challenges, recommendations include ensuring teachers begin to connect and build relationships within their schools, creating communities of practice for school leaders to share best practices, minimizing principal attrition and movement year to year, establishing opportunities for teachers to engage with district leaders, and building trust and respect through clear communication. By prioritizing these strategies, educational stakeholders can work toward operational excellence and mitigate teacher turnover, ultimately ensuring a more stable and enriching learning environment for students in suburban middle schools.
Steps Towards Liberation: A Roadmap for Voluminous Arts
(2024-11-28) Giovanna Russom; MA in Cultural Sustainability
Conflict as the Accelerant of Social Change
(2024-11) Rogers, Cameron; Verzosa, Noel; Dodman, Trevor; Campion, Corey; Hood College English & Communication Arts; Humanities (M.A.)
Even as humanity has advanced and become “civilized” over its existence, conflict clings to it in varying scopes and impacts. The changing power of war, conflict, and bloodshed stretches far and wide, from benefits like medical advancements to its numerous detriments of killing, destruction, and crimes against humanity. While most conflicts are regarded as tragedies and needless bloodshed, they still spur change through the actions taken during or after their occurrence. Some small-scale conflicts can spark massive social changes, such as the Wounded Knee Occupation of 1973. Other conflicts can lead to gradual changes in perception about war and its necessity, such as the Wars in Vietnam and Iraq. In my portfolio, I will examine conflict’s ability to accelerate social change through specific engagements, arguing that it can serve as a harsh but necessary tool for societies to advance and to right past wrongs.
The journey to building a diverse, equitable, and inclusive American Medical Informatics Association
(Oxford University Press, 2024-10-11) Bright, Tiffani J.; Bear Don’t Walk IV, Oliver J.; Johnson, Carl Erwin; Petersen, Carolyn; Dykes, Patricia C.; Martin, Krista G.; Johnson, Kevin B.; Walters-Threat, Lois; Craven, Catherine K.; Lucero, Robert J.; Jackson, Gretchen P.; Rizvi, Rubina F.
The American Medical Informatics Association (AMIA) Task Force on Diversity, Equity, and Inclusion (DEI) was established to address systemic racism and health disparities in biomedical and health informatics, aligning with AMIA’s mission to transform healthcare. AMIA’s DEI initiatives were spurred by member voices responding to police brutality and COVID-19’s impact on Black/African American communities.The Task Force, consisting of 20 members across 3 groups aligned with AMIA’s 2020-2025 Strategic Plan, met biweekly to develop DEI recommendations with the help of 16 additional volunteers. These recommendations were reviewed, prioritized, and presented to the AMIA Board of Directors for approval.In 9 months, the Task Force (1) created a logic model to support workforce diversity and raise AMIA’s DEI awareness, (2) conducted an environmental scan of other associations’ DEI activities, (3) developed a DEI framework for AMIA meetings, (4) gathered member feedback, (5) cultivated DEI educational resources, (6) created a Board nominations and diversity session, (7) reviewed the Board’s Strategic Planning for DEI alignment, (8) led a program to increase diversity at the 2020 AMIA Virtual Annual Symposium, and (9) standardized socially-assigned race and ethnicity data collection.The Task Force proposed actionable recommendations that focused on AMIA’s role in addressing systemic racism and health equity, helping the organization understand its member diversity.This work supported marginalized groups, broadened the research agenda, and positioned AMIA as a DEI leader while reinforcing the need for ongoing transformation within informatics.