Date of Conferral







Kenneth J. Levitt


Employee recognition is common in many organizations, while the absence of recognition may also be widespread in other organizations. Limited employee recognition may produce discouragement and unease in employees’ perceptions of performance, productivity, and engagement level. The problem was that limited job recognition inhibited performance in East Coast casinos. The purpose of this phenomenological study was to explore employees’ lived experiences regarding job recognition in East Coast casinos. How do employees describe their lived experiences regarding job recognition in casinos on the East Coast was the research question. The perspectives of social cognitive theory and social processing theory served as the conceptual framework that grounded this study. Seventeen employees from different East Coast casinos were recruited using purposeful sampling and interviewed for this study. Data were collected via semistructured telephone interviews and were analyzed and thematically interpreted for patterns. Findings indicated that some employees believed they obtained recognition from their supervisors and some employees believed they did not obtain recognition from their supervisors. Overall, employees who believed they were recognized were happy, satisfied, and willing to perform at their highest level. The findings of the study also suggested that employees who felt that they were not recognized were unhappy, unsatisfied, and unwilling to work harder. These findings may contribute to social change as they could benefit the casinos, employees, and the public if productivity and job satisfaction were improved.