Abstract

The purpose of this qualitative study was to explore factors influencing the implementation of effective succession planning (SP) in nonprofit organizations within a specific traditional industry—the electric utility industry. This study adopted the concept of SP as a process or system, and systems theory was selected to examine the SP process. Rothwell’s (2016) seven- pointed star model for systematic SP and management provided the conceptual framework for this study. This study used an inductive, qualitative approach to collect information from participants, with semi-structured, open-ended interviews. Face-to-face interviews were preferred, but some online interviews via Zoom were necessary. Interviews were conducted with 13 employees from various Texas nonprofit electric cooperatives. Following an analysis of the qualitative data, Rothwell’s (2016) seven-pointed star model was applied as a structured framework for organizational SP programs. The raw data were systematically organized into seven categories corresponding to each step of the SP process outlined by the model: (a) make the commitment, (b) assess present work/people requirements, (c) appraise individual performance, (d) assess future work/people requirements, (e) assess future individual potential, (f) close the development gap, and (g) evaluate the SP program. The findings revealed 14 total factors. The most significant outcome of the study was updating Rothwell’s model and making it more complete by explaining how each step can be more effective in the SP process. Recognizing and understanding these factors will be important not only for organizations but also for human resource development scholarship.

Date of publication

Fall 2025

Document Type

Dissertation

Language

english

Persistent identifier

http://hdl.handle.net/10950/4913

Committee members

Dr. Judy Sun, Dr. Paul Roberts, Dr. Rochell McWhorter

Degree

PhD in Human Resource Development

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