Date of Conferral

8-25-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Patsy Kasen

Abstract

Ineffective hiring strategies in the unmanned aerial systems (UAS) industry can result in performance deficiencies, increasing operational costs and reducing profitability, which hinders industry growth. UAS leaders are concerned about these impacts on organizational and economic outcomes. Grounded in Kristof-Brown’s person–organization fit theory, the purpose of this qualitative pragmatic inquiry project was to explore the strategies used by UAS industry leaders who successfully hired personnel capable of minimizing performance inefficiencies. The participants were six UAS industry leaders in the United States who had effective hiring practices. Data were collected using semistructured interviews. Through thematic analysis, three themes were identified: importance of hiring operators who possess the necessary qualifications and technical competence, need for reliability and assurance of product quality, and importance of employing strategic recruitment practices to locate and retain qualified operators. A key recommendation is for UAS leaders to develop “get it right the first time” initiatives, which will reduce the amount of rework, improve quality, and reduce costs. The implications for positive social change encompass leveraging community support structures, which offers the potential to foster individual advancement and promote organizational responsibility amidst a dynamic labor market, enhancing sustainability and strengthening local community resilience and economic stability.

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