Writing and Publishing the Dissertation: CSU Doctoral Abstracts

Keywords: E-commerce marketing, barriers, TAM, TOE, Hill’s (2021) organizational valuation theory, pecan farming/growing. SMEs, profit growth, profitability, change, sustainably, and resilience.
Abstract: This dissertation employs a qualitative case study thematic coding approach to uncover key findings regarding e-commerce marketing barriers such as environmental factors within the Technology-Organization-Environment (TOE) framework influencing e-commerce adoption among Arizona's pecan farming/growing SMEs. Notably, challenges such as the absence of a commodities market, anti-trust enforcement issues ('wholesale black hole' and 'farm servitude'), inflation, high-interest rates/ARMs, the digital divide, and the convoluted transition from USDA/ADA wholesaling to FDA regulation illustrate the complex landscape impeding digital transformation. Additionally, the Technology Acceptance Model (TAM) a notable disconnect occurring at Perceived Ease of Use (PEOU). Factors contributing to this disconnect include the complexity, insufficient skill sets, age-related tasks, education levels correlated with no risk-taking behaviors, on-farm/off-farm opportunity costs, and the lack of accessible technology solutions. Hill's (2021) international business model of profit and profitability fosters change, competitiveness, sustainability, and resilience, thereby providing an alternative to the wholesale traditional business model and offering a positive escape route from financial crises.

Abstract: The research provides a qualitative study comparing staff motivation and satisfaction as the primary variables of study during COVID-19 pandemic and after the pandemic. The COVID-19 pandemic has changed the landscape of the hospitality industry, especially on matters such as labor turnover, mostly due to the massive job losses from the lockdowns and restriction of movements. According to Herzberg's Motivation-Hygiene Theory, two factors motivate employees: job satisfaction and job dissatisfaction. The motivators are factors that cause job satisfaction and promote employee retention, while hygiene factors are conditions that affect job satisfaction and they lead to labor turnover. This study also aims to fill the contextual research gap by understanding the relationship between employees' perspectives on labor turnover by establishing the role of motivators and hygiene factors in voluntary turnover. The high rate of turnover in the hospitality sector stem from a lack of motivation and hygiene factors such as poor remuneration, lack of career growth opportunities, and poor job fit, among other factors that fall under the human resource department of an organization. Even Post Covid-19 pandemic, the turnover rate in the hospitality sector still remains high. Based on the Bureau of Labor Statistics, the rate of turnover in the hospitality sector is closer to 70-80 percent. This is because the workers still experience burnout due to lack of a proper schedule for the tasks being allocated. The hotel sector was still having staff retention issues, but the issues were exacerbated during the Covid-19 pandemic era.

Keywords: PCA retention, burnout, pandemic, HR strategies, compensation
Abstract: Patient Care Assistant (PCA) retention in Midwest hospitals has become the topic of discussion after the COVID-19 pandemic. PCAs experienced longer working hours, less time with loved ones, and increasingly stressful environments during the COVID-19 pandemic. The mental health impacts of living and working in a pandemic have been well documented. PCAs felt the brunt of this impact throughout the pandemic as new surges emerged, deaths mounted, capacity depleted, and risks on the job remained. In this study, the researcher used a qualitative inquiry study to investigate why HR leaders and unit managers lack the strategies to retain PCA staff during and after the COVID-19 pandemic. The researcher conducted face-to-face interviews with HR leaders and unit managers who were on the front lines during and after the COVID-19 pandemic in a hospital in Midwest Ohio. The researcher used the purposive sampling technique to ensure a diverse and representative sample of appropriate participants for this qualitative inquiry study. The researcher’s study included multiple uses of data sources and direct encounters to enhance the validity of the study. The researcher recognized three principal themes that HR leaders and unit managers could use to retain PCAs during and after another pandemic. The researcher identified three key themes. Compensation, burnout, and PCA-to-patient ratios. This research has implications for PCAs who desire equitable compensation and incentives during another pandemic and for the organization to implement successful strategies to ensure PCAs are supported during and after another pandemic.

Keywords: job satisfaction, psychological well-being, social cognitive theory, servant leadership theory, Herzberg’s two-factor theory
Abstract: The aim of this study was to examine the relationship between servant leadership and job satisfaction of healthcare employees in the United States through the lens of the servant leadership theory and Herzberg’s two-factor theory. The specific problem that was addressed is the elevated turnover of healthcare professionals. Employee turnover results in higher organizational costs, low morale, and decreased productivity. Organizations must develop strategies aimed at improving job satisfaction and organizational commitment. The research question that guided this dissertation is whether a relationship exists between servant leadership and the job satisfaction of healthcare workers. A quantitative correlational research design was used to assess a sample of 105 healthcare workers in the United States. This study's results suggest a weak negative relationship between servant leadership and job satisfaction. The results indicate organizations would benefit from the development and implementation of human resource policies, leader training, and professional development programs.

Keywords: affective well-being, autonomy, burnout, competency, job satisfaction, motivation, self-determination theory, relatedness, turnover intention, well-being
Abstract:The relationship between employee well-being and turnover intention among occupational safety and health (OSH) professionals in the United States was examined in this quantitative correlational regression study. OSH professionals are experiencing diminished well-being (Wang & Wang, 2021) and increased turnover intention (Ferguson, 2022). The extent to which employee well-being predicts turnover intention was to focus of this study. A quantitative methodology utilizing simple linear regression analysis was employed to analyze data collected through two surveys. Findings indicate a weak to moderate predictive relationship between affective well-being and turnover intention. The sample includes employees working in the OSH field in the United States; however, most respondents were in the Western region. The theoretical implications of the study align with self-determination theory (SDT), as the satisfaction of basic psychological needs of autonomy, competence, and relatedness influences well-being, which further mediates turnover intention. The results suggest that when individuals have positive emotional experiences and their emotional needs are met, they are more likely to have a higher sense of well-being and job satisfaction. This study contributes to understanding the relationship between employee well-being and turnover intention in the OSH field and has implications for broadly applied strategies for organizational retention and employee support programs.

Keywords: job satisfaction, leadership effectiveness, motivation, correlational design
Abstract: Job satisfaction is one of the most complex aspects of employee management. Increasing job satisfaction in the healthcare industry remains challenging. The problem that was examined in this study is that an absence of effective leadership can result in diminished motivation among healthcare workers, which can significantly impact job satisfaction. Diminished job satisfaction and a lack of motivation are associated with poor quality and patient outcomes and diminished client experiences (Abate et al., 2022). The purpose of this quantitative correlational study was to examine the relationship between leadership effectiveness, motivation, and job satisfaction of full-time adult healthcare employees in Southern California. The theoretical foundation of the study includes Herzberg’s two-factor theory, expectancy theory, and job characteristics theory. The sample consisted of 109 full-time staff. This study's findings included a statistically significant correlation between leadership effectiveness and job satisfaction and a weak correlation between motivation and job satisfaction. This study's implications for business practitioners include understanding the impact of leadership effectiveness and implementing strategies to handle the business problem of employee job satisfaction.

Keywords: e-recruitment, Technology Acceptance Model, social media hiring, human resource management, E-HRM, digital hiring platforms, candidate experience, AI recruiting
Abstract: The purpose of this qualitative pragmatic inquiry study is to explore the strategies that HR recruiters use to recruit applicants innovatively in the operations industry. E-recruitment, an online based approach for hiring, has been shown to make the virtual hiring process more efficient compared to other methods of hiring. The review of relevant literature focuses on the process of e-recruitment and the use of digital platforms used to hire applicants in socially distant and virtual environment. However, there is a gap in knowledge in learning that exists. This study seeks to explore if the strategies currently in use are effective enough to improve performance and positively impact the organization’s hiring goals. Data was collected from 10 HR managers and recruiters in the operations industry via semi-structured interviews. The Technology Acceptance Model (TAM) was the basis for the study’s conceptual framework and was used to identify factors influencing HR professionals and applicants’ intentions in using organizations’ recruitment platforms. Data reliability and validity were obtained through a semi-structured interview protocol, interview transcriptions, methodological triangulation, and member checking of the interview data. Four themes emerged from the data analysis. The themes were: the use of non-standard recruiting methods, use of tools to ensure recruiting method success, inclusion of pre-assessment measures, and the avoidance of barriers to innovative recruiting. The implications of this study include improving the benefits for the job seeker, current employees, and hiring organizations in order to gain a deeper understanding of the technology in the process, reduce resistance to change, and allows them to make informed decisions future technology that may improve efficiency, digital literacy, and improved culture and brand.

Keywords: job satisfaction, quality of working life, remote work, Job Satisfaction Survey, Work-Related Quality of Life Scale
Abstract: Previous research indicates that quality of working life partially mediates the relationship between remote work and job satisfaction. This study of the impact of remote work on the job satisfaction of Air Force contracting professionals with quality of working life as a mediator is a more recent extension of the research. This study aimed to examine the relationship between remote work, quality of working life, and job satisfaction of Air Force contracting professionals during and shortly after the COVID-19 pandemic. Participants included 113 Air Force contracting professionals with at least two years of experience. The data analysis indicated a statistically significant relationship between remote work and job satisfaction for Air Force contracting professionals. The results showed that, compared to individuals who do not work remotely, those working fewer than 10 hours had a significantly lower work-related quality of life, while individuals working remotely 11-15 hours had higher work-related quality of life. The findings revealed that work-related quality of life has a significant positive effect on job satisfaction, suggesting that higher levels of work-related quality of life were associated with increased job satisfaction. This study’s implications for Air Force leaders include understanding the possible impact of remote work and quality of working life on the job satisfaction of the professionals within the career field.

Keywords: age, job satisfaction, worker engagement, cohort, wood panel industry
Abstract: The purpose of this study was to examine the relationship between employees' age, job satisfaction, and worker engagement at family-owned global manufacturing companies in the wood-panel industry through the lens of social identity theory and self-determination theory. The specific problem that was addressed is that disengaged workers tend to be less committed to the organization and less productive. It is vital for organizations to define work design and organizational performance strategies for employees of diverse generational cohorts who might have different attitudes toward work. Hence, the research question that guided this dissertation is whether there is a relationship between age, job satisfaction, and worker engagement among employees at global family-owned machine manufacturing companies in the wood panel industry. A quantitative, correlational research design was applied to sample approximately 1,200 employees of a family-owned manufacturing organization in the wood panel industry in multiple European countries and North America. The results of this study suggest that there is a weak negative relationship between age and work engagement and a moderate positive relationship between job satisfaction and work engagement. The findings provide meaningful insight into the relationship between age, job satisfaction, and work engagement of a workforce that is both age- and culturally diverse. The results further promote tailoring human resource policies to an age-diverse workforce, aiming to maximize job satisfaction, worker engagement, and corporate profitability.

Keywords: education, job satisfaction, turnover intent, millennials
Abstract: The education industry must ensure that they retain teachers and reduce teacher turnover. This research study examined millennials working in secondary education's job satisfaction and turnover intent behaviors. The workforce is expanding daily, with more millennials in the workforce now than ever (Baiyun et al., 2018). That is why understanding how to retain the millennial generation in their current positions is important (Baiyun et al., 2018). The researcher used a quantitative correlation approach to examine the relationship between the job satisfaction of millennials working and secondary schools and their turnover intention. Participants included 100 working millennial employees in a St. Lucie County secondary school. R commander was used to analyze the data from the job satisfaction and turnover intent surveys. The studies’ findings demonstrated a statistically significant, moderate positive correlation between job satisfaction and turnover intent of millennial secondary school employees. The results of this study may help school board administrators develop processes and strategies to retain millennials working in secondary education. The results of this study may be generalized to industries beyond education. As the number of millennial workers continues to rise, company decision-makers will need strategies to motivate and retain these workers. Focusing on millennial employees' job satisfaction may increase their satisfaction with their jobs and ultimately decrease their turnover intent.

Keywords: servant leadership, servant leader, leadership, service, love, agape love
Abstract: Servant leadership is a practical leadership method that focuses on the leader serving the needs of the employees, customers, and needs of the organization. The organization's leadership roles are seen as stewardship, resulting in the manager/executive serving all the critical aspects of the organization effectively. The servant leader places a significant emphasis on serving and developing the organization's greatest asset: the employees. Serving and developing the needs of employees benefits the organization by reducing turnover rates, increasing employee loyalty, increasing employee satisfaction, increasing employee productivity, and reducing training costs. There is an apparent gap in the research regarding the role of love in servant leadership. This study explores the relationship and importance of love within the construct of servant leadership theory. For this research, love was not defined as a feeling but as an action verb. Love is defined as the leader’s ability to serve constituents. The researcher used a qualitative research method, drawing on real-life experiences from self-declared servant leaders. The researcher employed ten semi-structured open-ended interviews to gather the data. The researcher utilized NVivo qualitative data analysis software to find key themes from the interview data. After the thematic analysis of the interview data, key themes were discovered. The themes found for the role of love in servant leadership are the following: people, caring, serve, feeling, and relationships. The themes found for the significance of love in today’s leadership culture are the following: people, feeling, different, better, and World.

Keywords: leadership, human resource management, corporate social responsibility, race, stakeholder theory
Abstract: Today’s business climate requires organizations to be highly aware of CSR initiatives that affect their employees within the workplace. The general problem examined in this study is the lack of an organization’s leadership and HRM team’s understanding of how CSR activities can impact financial services employees who self-identify as Black or White in the Midwestern United States. The purpose of this quantitative, nonexperimental, and casual-comparative study was to examine the differences in mean CSR scores between Black and White employees in financial service organizations in the Midwest region of the United States. The stakeholder theory, which stresses the interconnectedness of various stakeholders in an organization, provided the theoretical framework of this study. The researcher used Centiment, a third-party participant recruitment company, to recruit 150 participants, 75 who self-identified as Black and 75 who self-identified as White, and worked in the financial services industry in the Midwest region of the United States, to complete Turker’s CSR survey. An Independent Samples t-test was performed, and the findings showed a statistically significant difference between the mean CSR scores of the two groups. These results suggest that Black and White financial services employees in the Midwest region of the United States are aware of CSR activities within their organizations and share apparent differences. An organization’s leadership and HRM teams should be mindful of these differences to effectively create and advertise CSR initiatives that can impact their ability to recruit and retain top talent and maximize their profitability.

Keywords: leadership style, job satisfaction, Covid-19, freight forwarding
Abstract: The Covid-19 pandemic significantly impacted the freight forwarding industry. With travel restrictions and border closures, the industry faced unprecedented challenges in maintaining the flow of goods worldwide. To return to pre-pandemic levels, freight forwarders across the U.S. face the challenge of acquiring new employees and retaining the current ones. It would be beneficial to know what potential employees are looking for to assist in acquiring new employees and retaining current ones. This quantitative, correlational study investigated the relationship between leadership style and job satisfaction among full-time employees in freight forwarding in the United States. Participants included 98 full-time adults working in the freight forwarding industry. Findings indicated a weak negative correlation (-0.128) that was not statistically significant (p=0.210). Thus, the null hypothesis was not rejected, indicating no relationship between leadership style and job satisfaction, which contradicts current literature and suggests the need to delve deeper into the data.

Abstract: The problem this qualitative research case study sought to address was the lack of insight into how leadership behaviors influence employee organizational commitment and job satisfaction. The research questions with-in the study are qualitative and are as follows, RQ1: How do leadership traits influence employee job satisfaction within a security company? RQ2: How do leadership traits influence organizational commitment within a security company? RQ3: What Leadership strategies could be implemented to improve employee job satisfaction and organizational commitment within a security company? The methodology in this case study was a qualitative case study design with specific qualitative strategy of inquiry, utilizing the Hertzberg Two-Factory Theory and the Leader Member Exchange (LMX) Theory. The data analysis procedure was a qualitative interview process for inductive analysis and this method was used in this study since there were no quantitative measures or relationships between variables in the proposed questions. Seven participants, a criterion was chosen to participate in the qualitative research case study and the location of interviews were determined by the participants preferences. The theoretical foundations were based on the Hertzberg Two-Factor Theory and The Leader Member Exchange (LMX) Theory and the difference between (intrinsic) motivation or (extrinsic) hygiene factors. Through thematic analysis the results provided the themes within the study and providing the theoretical implications, implications for professional practice and recommendations. Providing a contrast and comparison to the advancement of theoretic knowledge.

Keywords: leadership styles, flexible work arrangements, turnover intentions
Abstract: An increasing employee turnover rate continues to be a substantial concern to business leaders. The emergence of COVID-19 led to a sharp rise in employee resignations, dubbed the Great Resignation in 2021. Organizations scrambled and implemented flexible work arrangements (FWA) to curtail the spread of the pandemic. This study used a quantitative correlational approach in examining the relationship between leadership styles, FWA, and turnover intention of IT professionals in the US. The theoretical foundation for the study includes the path-goal leadership theory and the flexible firm model. An online survey was used to collect participants' responses across all US regions. The researcher analyzed valid responses from a sample of 204 participants using SPSS. The study reveals that 89 percent of IT professionals in the US use one form of flexible work arrangement or another. The results indicate a significant negative relationship between path-goal leadership styles at the individual level and collectively with turnover intentions. Further, the result did not establish a significant relationship between FWA and turnover intentions. However, FWA options, including flextime schedule and compressed workweek, significantly and positively correlated with turnover intentions, while telecommuting did not significantly correlate with turnover intentions. This study implies that business leaders' leadership styles and FWA strategies can influence their IT workforce turnover. Business leaders should endeavor to develop and implement a mix of leadership styles and FWA strategies suitable to attract and retain talented IT workforce in their respective organizations. Implementing these measures could reduce employee turnover, associated costs, and adverse impacts on businesses.

Keywords: Safety-specific transformational leadership, safety motivation, safety activities, safety culture, safety incident, and safety performance
Abstract: This study’s general business problem was that some managers struggled to address business issues associated with workplace safety and employee safety performance. The specific problem was it was unknown if/to what extent safety-specific leadership style predicted employee safety performance in the oil and gas industry. The research question of this study was, “Do safety-specific transformational leadership style scores of managers predict employee safety performance in the oil and gas industry in southeast Saskatchewan, Canada?” Therefore, this study examined the causal relationship between managers’ safety-specific transformational leadership styles (independent variable, also known as a predictor variable) and employees’ safety performance (dependent variable, also known as response variable), which was measured with employees perceived overall job satisfaction survey in southeast Saskatchewan, Canada’s oil and gas industry. Thus, transformational leadership theory and safety performance or job satisfaction theory constructed the theoretical foundation for this study. This study’s methodology was quantitative, and the research design was simple linear regression. The researcher determined the minimum number of research participants using G*Power software. The researcher employed a convenience sampling method and invited 41 business organizations that provided products and services to the oil and gas industry and the business organizations which actively explored, extracted, produced, refined, and transported the oil and gas energy in southeast Saskatchewan, Canada. This study obtained organizational approval and employees’ consent before collecting the research data. This study received 97 anonymous responses from 32 business organizations invited to this study. The researcher discarded eight invalid or incomplete responses, and 89 valid responses were considered for the data analysis. The researcher utilized IBM SPSS 28.0 data analytic software for data analysis: to test the assumptions associated with the research design, simple linear regression, curve estimation, and writing the results for this study. This study rejected the null hypothesis as the data (residuals) associated with the dependent variable were approximately normally distributed and performed the linear regression test. The statistical test of the simple linear regression showed that managers’ safety-specific transformational leadership styles in the oil and gas industry in southeast Saskatchewan, Canada, could significantly predict employees’ safety performance. Since the data associated with the response variable were not perfectly normally distributed or some data were curvilinearly scattered, this study also performed curve estimation (logarithmic, inverse, quadratic, cubic, s-curve, and exponential) and compared the score with the result of linear regression. The statistical test of the complex regression or curve estimation revealed that about 35.4% to 38.30% of the change in employee safety performance was attributed to managers' safety-specific transformational leadership behaviors. This study has broad implications since 32 participating business organizations offered multiple products and services to the local oil and gas industry, including construction, transportation, welding, equipment maintenance, and services. Also, this study has broad generalizability, significant Cronbach’s alpha values for measuring instruments, a medium to large effect size, and higher confidence in the findings. The findings of this study encourage the oil and gas businesses to promote and grow more safety-specific transformational leaders to attain higher employee safety performance excellence in the industry.

Keywords: Generation Z, remote work environment, organizational commitment, authentic leadership, job satisfaction, Organizational Commitment Scale, Authentic Leadership Questionnaire, Job Satisfaction Survey
Abstract: Generation Z, the latest cohort to enter the workforce, is entering the labor market after global turmoil caused by the COVID-19 pandemic. Since Generation Z individuals tend to be unique and are so new to the workplace, there is little research to support the idea that Generation Z's presence in the remote work environment leads to job satisfaction. A gap in the literature exists regarding whether organizational commitment and authentic leadership predicts job satisfaction among Generation Z employees working in a remote work environment. This quantitative, correlational study used the Three-Component Model of Organizational Commitment and the Authentic Leadership Theory to examine whether organizational commitment (affective, continuance, and normative) and authentic leadership is a significant predictor of job satisfaction for full-time employed Generation Z employees working at least half of their weekly hours in a remote work environment in the United States. A sample of 76 participants were surveyed and the resulting model was able to predict approximately 16.1% of a person's job satisfaction is attributable to their organizational commitment. Also, 37.4% of a person's job satisfaction is attributable to authentic leadership by their leader. These findings suggest that organizations may benefit by acting to strengthen the organizational commitment of employees. Authentic leadership showed stronger predictability of job satisfaction than organizational commitment. Thus, organizations may benefit by employing authentic leaders or providing training to leadership that develops authentic leadership characteristics.

Keywords: transformational leadership, occupational safety climate, job satisfaction, oil drilling, gas extraction
Abstract: The Occupational Safety and Health Act of 1970 resulted in the establishment of the Occupational Safety and Health Administration, which made workplaces safer for employees. Although obvious hazards have decreased in many American workplaces, a supportive environment for occupational safety is something that organizational leaders must cultivate. Some leaders place a greater emphasis on workplace welfare creation because they are much more concerned with the welfare of their workers. The problem that will be examined in this study is that many organizations ignore safety culture altogether, which can result in diminished job satisfaction. The research question for this study is what is the relationship between transformational leadership, occupational safety climate, and job satisfaction of oil drilling and gas extraction industry workers in the United States? This study utilizes quantitative methodology. The research design utilized for this study is a non-experimental correlational approach that allows the researchers to examine the direction and strength of relationships and interactions between the study’s variables. The researcher used Centiment to recruit 107 participants for this study who self-identified as adults that work in the oil drilling and gas extraction industry to complete an online survey. The theoretical foundations for this study were Bernard Bass's transformational leadership theory, H. W. Heinrich's domino theory, and Abraham Maslow's hierarchy of needs theory. Correlational tests were performed, and the findings showed a statistically significant relationship between the variables.

Abstract: This study explores the influence of ISO 21500 in implementing CAPEX projects in the cement manufacturing industry. The primary research question is, ‘how does ISO 21500 influence the implementation of CAPEX projects concerning meeting the enablement criteria and results criteria, as per the Project Excellence Model?’. Using a case study to examine one organization’s and focusing on the five most recent projects, data were collected from participants using semi-structured interviews and a focus group. The participants included the project manager, engineers, sponsors, contract administrators, and other key stakeholders. The study involved a cement manufacturing organization, in Zimbabwe, that is part of an international company. The Project Excellence Model (PEM) formed the foundation of the study. The PEM prescribes that successful projects must comply with enablement criteria and results criteria (German Project Management Association, 1996). The participants were conveniently selected, and date were analyzed using manual and MAXQDA software methods. Out of the twenty-two conveniently selected participants, responses were received from seventeen. The findings showed that ISO 21500 standard was applied in the implementation of projects, and had a positive impact on implementation effectiveness. Additionally, the researcher found that the Project Excellence Model was effective in assessing enablement criteria and results criteria, and it positively impacted the implementation of projects. The study recommends that, for sustainable business performance, organizations must apply standardized methods in the implementation of projects and management of operational activities.

Keywords: job satisfaction, generational cohort, education level, human resources
Abstract: Today’s workforce is comprised of several generations of workers. This creates a problem as employers are challenged with managing job satisfaction across each generation. Although previous studies have focused on job satisfaction, few explored the influence of generational cohort or education level as independent variables. This research compares predictors of job satisfaction across 180 human resources professionals located within the United States. Findings indicate statistically significant differences in job satisfaction between both generational cohorts and education levels. More specifically, Generation Y (millennials) reported higher levels of job satisfaction than Generation X and Generation Z. Similarly, HR professionals with bachelor’s degrees reported statistically higher levels of job satisfaction than their counterparts with high school diplomas or vocational/technical degrees. The findings of this study suggest opportunities to further the theoretical knowledge in the field in addition to providing awareness to employers that some predictors of job satisfaction are outside their realm of influence.

Keywords: technostress, technology anxiety, generation cohort, technology disruption, technology planning, workplace productivity
Abstract: The problem investigated in this study is that technostress negatively affects workplace productivity in the Information Technology (IT) industry in the United States. The research examined mean differences between the independent variable (generational cohorts) and the dependent variable (technostress). A quantitative methodology was used to determine if there is a statistically significant mean difference in technostress between generational cohorts in the IT industry across the United States. This study used a casual-comparative research design and a one-way ANOVA to examine the mean differences. Purposive sampling was utilized via a third-party recruitment firm, Pollfish, which targeted the age and occupation criteria outlined in this study. The sample consisted of 159 IT professionals residing in the United States, with 53 representing each generation under study (Generation X, Generation Y, and Generation Z). The conceptual framework used to support this study was the sociotechnical theory (STS). The key finding in the study was that there was no statistically significant difference amongst any of the three generational cohorts and perceived levels of technostress. The results imply that IT employees of all ages in the United States embrace new technologies in the IT workplace similarly. Therefore, critical attention is warranted on management to focus on the potential impact of technostress and technological infusion in the workplace across the entire workforce.

Keywords: small business owners, entrepreneurs, strategic planning, marketing tactics, financial decisions, and crises
Abstract: Qualitative case study to identify perceived small business management approaches specific to strategic planning, financial decisions, and marketing tactics considering times of crises. Nearly 50% of small businesses fail within 5 years of operation for varying reasons. Considering the historical rate of small business closures and bankruptcies compared to large companies, warrants the exploration of preventative strategies for entrepreneurs to effectively implement when seeking long-term sustainability specifically in regard to periods of crises. Often times, entrepreneurs embark on business initiatives without well devised strategic plans to navigate potential, impending threats and challenges. Research demonstrates that the significance of understanding and employing sustainability tactics specifically curated for small businesses during economic or environmental times of calamities could be invaluable to business owners, communities, and the overall country. Ultimately, identifying effective transferable strategies would improve the survival rate of small businesses, as well as strengthen our national economy.

Keywords: work-related quality of life, job satisfaction, logistics, employee morale, motivation.
Abstract: The logistics industry requires organizations to invest resources into the employees' work-related quality of life and optimize job satisfaction and employee retention. The general problem addressed in this study was that stressful work environments cause low morale, which can cause a decline in organizational productivity. The purpose of this quantitative correlation study is to examine the relationship between work-related quality of life and employees’ job satisfaction in the logistics field. A quantitative methodology was used to examine the relationship between the independent variable, work-related quality of life, and the dependent variable, job satisfaction. The theoretical foundation of the study includes Maslow's hierarchy of needs and Geert Hofstede's (1980) cultural dimension theory. Survey Monkey was used to house the survey, which consisted of 36 items with nine subscales from Spector’s Job Satisfaction Survey (JSS), 23 items with six dimensions from the Work-Related Quality of Life Scale (WR-QOLS), and demographic questions. Participants included employees who currently work in logistics and are members of a logistics social media group. The results of this study showed a significant relationship between workplace quality of life and job satisfaction among logistics workers.

Keywords: job satisfaction, servant leadership behaviors, law enforcement, and employee turnover
Abstract: South Carolina law enforcement agencies struggle with dissatisfied employees, excessive turnover, and a depleted hiring pool. This non-experimental, quantitative, correlational research study was conducted to determine the relationship between servant leadership behaviors and the job satisfaction of South Carolina law enforcement officers. The Servant Leadership Survey was used to assess eight perceived dimensions of servant leadership behaviors, and the Job Satisfaction Survey was used to measure perceived job satisfaction. The sample consisted of class-one law enforcement officers working in the northeastern section of South Carolina. JASP was used to examine the cleansed data from 93 voluntary respondents. The study results indicated that 44% of South Carolina law enforcement officers' job satisfaction is influenced by servant leadership behaviors, a moderately strong predictive relationship. These findings align with Greenleaf and Herzberg's theoretical foundation of leadership and motivation. Lastly, the results of this study can be used to enhance the job satisfaction of South Carolina law enforcement officers.

Keywords: Whistleblowing intention, nonprofit, organizational identification, psychological safety, business ethics.
Abstract: Nonprofit organizations provide essential services and support to vulnerable populations; however, fraud and corruption pose significant problems within the sector. Nonprofit employees’ willingness to whistleblow internally when they witness fraud or corruption is crucial for nonprofit organizations to limit the consequences of unethical activities. This study on the impact of organizational identification and psychological safety on internal whistleblowing intentions in the nonprofit context addresses a gap in the literature, where there is a dearth of research on the topics of whistleblowing in the nonprofit sector when compared to the public and private sectors. A sample of 81 participants employed full-time in either an accounting or finance-related position at a 501(c)(3) nonprofit organization in the United States were surveyed. The resulting model revealed that while organizational identification accounted for 19.96% of a respondent’s whistleblowing intentions, psychological safety held a marginally lesser influence, explaining 19.01%. However, when considered collectively, these variables explain 27.83% of a person’s internal whistleblowing intentions. Such findings bear significant implications for nonprofits. By recognizing the measurable influence of an employee’s organizational identification and their perceived psychological safety, it allows organizations to understand and subsequently design strategies that foster the internal whistleblowing intentions of their staff, ultimately creating a more transparent and ethically robust organizational culture.

Keywords: digital transformation, digital transformation strategy, business model innovation, sustainable, competitive, growth.
Abstract: Digital transformation strategy (DTS) is a powerful concept that can be utilized throughout a digital transformation business model innovation of a construction industry business. However, the transition to digital technologies in the construction industry has been slow due to the need for a digital transformation strategy and inadequate attention within construction management literature. The purpose of this pragmatic qualitative inquiry is to explore strategies construction industry business leaders adopt to scale innovative digital transformation business models for gaining sustainable competitive growth in the construction industry. In addition, this study highlights the challenges, and values derived by construction industry business leaders who have experience while applying digital transformation strategy to digital transformation business model innovation in their organizations. Qualitative interviews were conducted with construction industry business leaders representing early and recent adopters of digital transformation of business model innovation practices. Interview data were analysed by examining how digital transformation strategy is applied to scaling digital transformation business model in the Australian construction industry at the enterprise level to gain sustainable competitive growth. The study adopted qualitative interview data and content analyses of the construction industry business leader's viewpoint (n = 10) as the methodological design. The results revealed that digital transformation strategy is widely mentioned among construction industry business leaders; Australian construction industry business leader's perceptions of digital strategy are relatively positive; there are distinctive views on the challenges and opportunities of utilizing digital transformation strategy while applying innovative digital business model; application of digital transformation strategy to scaling innovative digital business model to process, people and technology, and organizational excellence, performance, and growth are the most common prospects; and uncertainty, readiness, data management, and lack of capabilities are the most common digital transformation strategy to business model innovation challenges. This study is one of few to explore the utilization of digital transformation strategy while applying digital transformation to business model innovation to gain sustainable competitive growth in the Australian construction industry by analysing textual data from qualitative interviews. The findings inform the construction industry on industry leaders' perceptions of scaling digital transformation to business model innovation at the enterprise level. In addition, it advocates continuously finding the most efficient means to utilize digital transformation strategy while applying digital transformation to business model innovation. Finally, the study helps construction industry business leaders understanding of the positive impact of utilizing digital transformation to business model innovation while applying digital transformation to business model innovation for gaining sustainable competitive organizational growth.

Keywords: entrepreneurship, entrepreneurial intent, entrepreneurial intention, perceived employment barriers, country of residence
Abstract: Innovation, creativity, and economic growth are often associated with entrepreneurship. Job constraints in nations can affect entrepreneurial intent. This study quantifies the relationship between perceived job barriers and the entrepreneurial inclinations of individuals in Nigeria and the US. Schumpeter's innovative entrepreneurial theory and Maslow's hierarchy of needs provided the theoretical framework. Data were collected from Nigerians in the Ogun State Trade Association and Americans in the Business and Professional Forum-Katy Texas using the Perceived Employment Barriers Survey and the Entrepreneurial Intent Questionnaire. Data were analyzed using Spearman's rank correlation. The results indicate that there is a statistically significant relationship between perceived employment barriers and entrepreneurship. This suggests that individuals who perceive they have job-search challenges are more likely to consider entrepreneurship. The study found no statistically significant relationship between country of residence and entrepreneurial desire. This suggests that Nigerians and Americans are equally inclined to start a business. This examination of the complex relationship between perceived job barriers and entrepreneurial intentions across countries adds to the existing literature on the topic of entrepreneurship. The results of this study may help policymakers create entrepreneurship-promoting initiatives by addressing national employment issues and highlighting the potential for workplace innovation and entrepreneurial mindsets to boost economic growth and industrial progress. Future studies may use comparative frameworks, longitudinal designs, and qualitative methods to better understand the dynamic link between entrepreneurship and job restrictions.

Keywords: independent financial advisors, COVID-19, pandemic, qualitative, recession, economic crisis
Abstract: This qualitative pragmatic inquiry study explored independent financial advisors' strategies to prepare for an economic crisis, emphasizing recessions and specifically, the recession that occurred after the COVID-19 pandemic. This dissertation includes an analysis of the researcher's observations of the participant's experiences during and after a recession. Recessions are part of the natural business cycle and are inevitably bound to occur in the future, but utilizing strategies that have worked in the past can help IFAs prepare for them. Data were collected via interview questions recorded and transcribed on Microsoft Teams. The researcher sought to advance theoretical knowledge by exploring and identifying key strategies, tactics, and methodologies IFAs used during an economic crisis that assisted them in combating recession-related hardships. The participants lived in multiple regions in the U.S. and had various experiences working as IFAs. Several themes were identified during the analysis, alluding to potential successful methods that IFAs could implement to counteract the hardships associated with recessions. This study could help IFAs establish a better business model with defensive and offensive policies against recessions.

Keywords: COVID-19, human resources, job insecurity, job security, remote work, worker engagement
Abstract: This study addresses the challenge HR employees face when they work remotely, which can lead to decreased employee engagement, job tenure, and job satisfaction, especially during a crisis. Human resource departments often comprise diverse employees who must be well-developed, detail-oriented, and knowledgeable. HR professionals should be highly committed to their profession to identify and address areas of concern between employee engagement, job tenure, and job satisfaction. There is a gap in the literature on the relationship between different age levels, cultural diversity, and educational abilities among HR workers. This study used a quantitative correlational approach to examine employee engagement, job tenure, and job satisfaction of 89 human resource employees working remotely in US-based companies. The survey used in this study combined the Utrecht Work Engagement Scale (UWES) and the Job Satisfaction Survey (JSS) along with demographic questions for descriptive analysis. Spearman’s correlation analysis showed a strong and statistically significant correlation between work engagement and job satisfaction, with no statistically significant correlation between job tenure and job satisfaction. Additional analysis of the impact of COVID-19 and job tenure showed that the two variables were negatively correlated. This study sought to provide information about various levels of HR employees from differing geographies, educational levels, sexual identifiers, and age groups. The implications of this study are important for advancing the existing knowledge base of human resource employees to bring awareness of the importance of contributing factors to an HR employee’s job satisfaction.

Keywords: job satisfaction, intent to quit, healthcare industry, employee motivation, morale
Abstract: The problem addressed in this study was the increase in turnover intent and the decrease in job satisfaction rates among Illinois healthcare workers. A quantitative correlational design using Paul E. Spector's 36-item job satisfaction (JSS) and turnover intent (TI) surveys was administered to 100 healthcare workers in Illinois. The survey participants were acquired through a survey marketing firm, Pollfish. The target population included healthcare workers in the state of Illinois who have job titles such as physician, doctor, healthcare administrator, medical technologist, radiologic technician, dietician, respiratory therapist, occupational therapist, pharmacists, and nurses. Data analysis results indicated a significant negative relationship between healthcare employee job satisfaction and intent to quit in the healthcare industry. Polllfish used probability or random sampling, giving every member of the studied population an equal chance of being selected in the survey sample. Once the minimum required sample size was reached, The data was exported into an Excel spreadsheet and uploaded to R/R commander. A histogram was conducted to determine if the data were normally distributed and confirmed by an Anderson-Darling Normality test. A scatter plot was conducted on each combination of variables to determine if there was a linear relationship between the variables. A box plot on each set of variables was conducted to identify any outliers. A Pearson's correlation would have been conducted if there was a linear relationship between the variables. The results of this study illustrated a strong relationship between employees’ job satisfaction and their intent to quit their organizations. As the job satisfaction of healthcare workers improves, their intention to quit their jobs declines, and as their job satisfaction declines, their intent to quit rises.

Keywords: safety climate, workplace injuries, workplace illnesses, unsafe conditions, safety culture, leadership
Abstract: This study allowed the researcher to expand on how supervisors’ safety behaviors impact the safety work ethics, motivation, and behaviors of the employees the supervisor leads. This causal-comparative study examined the differences in supervisors’ safety-specific behavior scores between manufacturing, maintenance, quality, and machining department employees. The study’s dependent variable was the supervisor’s safety specific behavior. The independent variable was the manufacturing, maintenance, quality, and machining employees’ view of supervisors’ safety-related behaviors of a manufacturing company located across the United States. The researcher obtained 188 voluntary response surveys from respondents via Survey Monkey. Data analysis was conducted using a range of statistical tests, including reliability analysis, normality of distribution analysis, homogeneity of variances, and one-way analysis of variance (ANOVA) testing with post hoc analysis. The results from this study indicated there were no statistical differences between the variables of supervisors’ specific-safety behavior scores in the manufacturing, maintenance, quality, and machining departments. The researcher concluded that all supervisors follow the same safety behavior and the companies’ safety leadership model. The research indicates that the company should measure all departments to ensure all employees’ views of their supervisor based on the company’s safety leadership model. Future researchers can survey employees before implementing supervisor safety training and after the training to determine if supervisor safety-specific education affects the behaviors and motivation of the supervisors.

Keywords: inclusion, diversity, strategic plan, generational theory, organizational performance
Abstract: While there have been many studies on diversity and inclusion, very few have focused on the diversity of age. The purpose of this quantitative causal-comparative research study was to examine the differences in work values between Joint Base San Antonio financial managers who belong to the five generational cohorts currently in the workforce. The research question that framed this study was: What are the differences in work values among five generational cohort financial management employees working at Joint Base San Antonio? (silent, boomers, Generation X, Generation Y, and Generation Z). The conceptual framework was shaped by Strauss and Howe’s generational theory, Maslow’s hierarchy of needs theory, and Herzberg’s motivational theory. A sample of 37 individuals from the targeted population participated in the study by completing the Minnesota Importance Questionnaire (MIQ) ranked version. The researcher created coding to analyze the data as scoring was no longer available for the ranked MIQ. An ANOVA was used to analyze the data. Positive results were received, but due to the small sample size, these results were not statistically significant. Additional research should be conducted to include a wider targeted audience, including all Air Force or all Armed Service financial managers, to validate these results. Because of this research, organizations can build a strategic plan that includes establishing a culture of inclusivity which can lead to increased organizational performance. This can be achieved by gaining knowledge of work value differences between the generations and creating opportunities where the exchange and sharing of knowledge between the groups are welcomed and encouraged.

Keywords: HR practices, organizational productivity, human capital theory, resource-based view
Abstract: The study aims to investigate the relationship between human resource management (HRM) practices and perceived organizational performance. The research questions were structured to examine the impact of specific HRM practices on productivity outcomes. The methodology utilized was a quantitative cross-sectional survey of HR leaders. The study was conducted in the United States, and the sample consisted of 160 HR leaders with at least three years of experience from various industries. The theoretical foundations of the study are based on Human Capital Theory and the Resource-Based View. The findings indicate that certain HRM practices, such as training, performance appraisal, and compensation, have a significant impact on both organizational and market performance. The implications of the study suggest that HR practitioners should prioritize and invest in high-impact HRM practices to achieve more effective HR strategies that contribute to overall organizational performance.

Abstract: The objective of this research is to look at the use of forensic accounting in countering financial malpractices like fraud in corporations. This research is meant to help us understand whether forensic accounting can be used to mitigate corporate fraud. In assessing this notion, the study seeks to answer several important questions. These include what is the extent of forensic accounting in mitigating corporate fraud? What is its impact when litigating financial scandals? What extent does forensic accounting go to help deal with financial scams, and whether or not it has a significant role in the organization's audit? The research methodology focused on the use of secondary sources, which include journals and research papers from credible sources. The methodology involves conducting an in-depth qualitative and quantitative research protocol. However, the approach faced a great deal of limitations due to the method adopted in obtaining the relevant data presented in these sources and the author’s bias. The study focuses on the US and European-based organizations like Microsoft, MetLife, and FEMA. Forensic accounting involves numerous theoretical frameworks such as economic theory, cognitive theory, Bernard’s law, and theory of relative size factor. The study therefore reviews some of these frameworks to find the relationship between human behavior, data, and organizational management to fraud.

Abstract: Pay, promotion, job advancement, and supervisory relationships all contribute to employee perception of employee engagement and embeddedness and positive business outcomes. While past examination of business success has been performed with quality standards, organizational culture, and performance metrics, current research has not fully addressed job classification as a mediating influence on employee engagement and embeddedness. Evaluating pay, promotion, job satisfaction, and supervisory relationships and their direct impact on processes used to establish employee engagement and embeddedness will enable organizations to address specific actions needed to sustain employee engagement and embeddedness and establish strategies to ensure organizational success. Using a qualitative research methodology, a research study was initiated to measure and assess 137 research subjects through a descriptive study throughout the United States to achieve understanding of the relationship of job classification and the four variables mentioned previously as they relate to employee engagement and embeddedness. The research subjects were randomly chosen through a simple sampling process using Survey Monkey. The data collection instrument consisted of a series of questions designed to elicit respondents’ perception of personal engagement and embeddedness into the corporate structures that employed them. These data collected were analyzed by comparing the total number of each job classification’s responses to the other job classification to measure what percentage of each job classification identified positive responses within the survey when compared to the other job classifications researched. Social Exchange Theory offers support towards creating fair and equitable working conditions; however, Social Exchange Theory falls short of understanding recognition, approval, and support of labor capital. Organizational Support Theory details some comprehension into innovative work behaviors, learning goal orientation, and organizational commitment that might offer a more concise understanding of employee engagement and embeddedness and labor capital. The results of this descriptive study indicate contract workers and part-time employees are less likely to become or remain engaged in organizational engagement and embeddedness in relation to pay, promotion, job advancement, and supervisory relationships.

Abstract: The COVID-19 pandemic brought about unprecedented actions which resulted in the closing of many businesses and forced millions of workers to perform their jobs from home. Currently, these same businesses are contemplating bringing their employees back into an office environment once again to resume full operations. This mixed-methods study focuses specifically on office workers employed in Michigan's automotive component manufacturing industry that plays a vital role in the North American automotive industry, which accounts for 3% of the United States GDP. Survey responses were analyzed from 471 non-random participants to gather their preferences regarding how many days per week they wished to continue working from home, as well as to explore the potential concerns of vaccinated and unvaccinated employees about returning to an office environment once again. A descriptive quantitative analysis was performed using IBM SPSS, indicating that these employees share a strong desire to work much more from home than they had before stay-at-home-orders were put into effect in early 2020. A majority of the survey participants indicated that working from home gave them more control over their work schedule. A comparison of qualitative responses received suggests that vaccinated and unvaccinated employees will be generally compatible working together provided as long as sanitizing, masking, and social distancing measures are enforced. However, a small minority of vaccinated participants expressed very strong negative feelings about working with their unvaccinated counterparts, which could be a source of concern. This study’s theoretical foundations include Maslow’s Theory of Human Motivation (1943) and McGregor’s Theory Y (1960) perspectives of self-actualization and motivation in human behavior.

Keywords: Retail banking, human resources, reskilling, artificial intelligence, low-skill workers
Abstract: In retail banking, artificial intelligence technology adoption and implementation create a need for reskilling lower-level workers. As working environments evolve, human resource talent managers spearhead supporting organizational performance benefits from workplace reskilling. The purpose of this qualitative descriptive inquiry study was to explore the effectiveness of competency-based training approaches for closing the AI automation talent gap among lower-level employees as described by human resource talent managers in the U.S. retail banking sector. The guiding research question was: What competency-based training approaches in reskilling, and retraining low-skilled employees within an enhanced AI automation technologies environment are effective, as described by HR talent managers in the U.S. retail banking sector? The study used a qualitative inquiry research approach using semistructured interviews with eight HR talent managers in the U.S. retail banking sector to explore competency-based approaches to facilitate and resolve reskilling efforts. Of the data collected, three themes emerged that were relevant to HR talent managers and competency-based training approaches in reskilling and retraining low-skilled employees. The themes are (a) HR talent managers use approaches to prepare and plan for future needs, (b) HR talent managers use approaches to identify skills and training needs, and (c) HR talent managers use approaches to support internal growth and promotion. The findings from this study support HR talent management leaders collaborating and communicating with all divisions and senior leadership to support action facing the future of AI implementation instead of reacting to challenges after implementation. HR leaders can support their low-skilled employees facing displacement by identifying their skillset and creating a pathway to transition to a new role.

Keywords: job satisfaction, work environment, employment status
Abstract: The spread of the COVID-19 virus was a factor that has affected the health and safety of employees and their employment stability. This led to the implementation of different strategies, such as working from home. Even though there were studies conducted to evaluate how working remotely impacted job satisfaction, there was a need to evaluate the satisfaction of employees who had to work through the pandemic. Therefore, two research questions were generated to examine if there’s a difference between work environment and job satisfaction and if there’s a difference between employee work status and job satisfaction at an information technology company in Qatar during a global pandemic. The research used an ANOVA study design to assess the difference between the independent and dependent variables. The study targeted a sample of 254 participants who worked at the I.T. company in Qatar. The convenience sampling strategy was used because those participants were under no obligation to participate in the study; their participation was completely voluntary. To measure job satisfaction with the work environment and employee status, the Job Satisfaction Survey (JSS) was used. The result revealed no significant difference in job satisfaction among employee work environments, and there’s a difference in job satisfaction among employee status. More in-depth analyses are still required to refine the differences between work environment, employment status, and job satisfaction in the I.T. sector and other areas of business.

Abstract: Community colleges represent a vehicle for economic growth, industry training, and developing individuals for career sustainability. Community college administrators leverage the skills of faculty to obtain a competitive advantage. However, employee turnover among community college faculty is a constant challenge because of the industry insight that community college faculty possess. Because of the importance of retaining community college faculty, the purpose of this qualitative single case study was to explore the leader behaviors that foster retention of high-performing community college faculty members. Using semistructured interviews, the target population was six high-performing faculty members with tenure of five years or more and student evaluations of 4.0 (or higher) out of 5.0, employed at a community college in Upstate South Carolina. Data was received from the Office of Human Resources, triangulated, coded, and member checked to ensure reliability and trustworthiness of interpretations. Four themes were revealed: (a) employee engagement, (b) leadership style, (c) loyalty, and (d) communication. Of the four themes, employee engagement and leadership style were most frequently cited by participants. Participants noted an appreciation for leaders who sought to understand challenges that faculty faced, provided support, and genuinely cared about their employees. Further, leaders who support instruction and avoid micromanagement were described as having the preferred approach to leadership.

Keywords: e-leadership; electronic leadership; socio-technical systems; shock leadership; federal manager; telework; telecommuting; telework management; remote-work, virtual workplace; job satisfaction; information and communications technology (ICT)
Abstract: This qualitative pragmatic study explores the strategies federal managers have used to manage telework productivity since the COVID-19 pandemic in March 2020. This qualitative study was selected because it focused on federal managers' real-world perspectives and experiences. This study sought to answer one research question: What strategies have federal managers implemented to effectively manage telework employee productivity since the COVID-19 pandemic? A triangulation of data sources was employed during the data collection phase, which included one-on-one semi-structured interviews with seven federal managers, field notes, and a review of federal telework policy. The population consisted of federal managers from specific occupational backgrounds (finance, human resources, and information technology) located in the United States and responsible for managing one or more federal employees since the pandemic. Thematic analysis was used to group similar patterns, categories, sub-themes, and themes. The e-leadership (electronic) and socio-technical systems (STS) theories framed the research. The results revealed telework management strategies, recommendations, and best practices to help other federal managers and improve federal telework programs. Federal employee productivity can be managed using telework as a management tool, but only implemented. Federal managers have a fiduciary supervisory responsibility to effectively manage employee productivity in a traditional (on-site) work environment or virtual (telework) environment according to federal telework policy.

Abstract: Scrap and rework costs are a manufacturing reality impacting organizations across all industries and product lines. The problem addressed in this study is how imposing changes can improve scrap levels in a manufacturing plant. This study explored the factors that influence scrap production, determined what needed to be changed, implemented the change, and then assessed the effectiveness of that change. The study used a mixed methods approach since qualitative and quantitative research methods were used. Kaizen was used as a model to analyze current practices, determine improvement strategies, and implement those changes. To accomplish this, we employed a variety of continuous-improvement methodologies, including Kaizen, multivariable testing, and simple chart analyses, to reach scrap-reduction goals. Based on the analysis of the interviews, the three factors were 1) training issues, 2) leadership issues, and 3) lack of continuous quality training. Participants indicated that the most significant deficit for employees was in training. New hire training was sorely needed, and continuous training was required to help ensure continuous quality improvement. Also, leadership issues needed to be addressed. Scrap numbers were collected for the year 2021. Yearly scrap was divided by 12 months to get the monthly average. The 2021 month with the monthly total closest to the average was chosen to compare the May 2022 scrap total. The results indicated a 23% reduction in the scrap for May 2022 compared to March 2021. A 23% reduction in scrap is considered a success, but more stakeholder interviews were performed, and the results showed employee perceptions that the changes were very successful.

Keywords:organizational resilience, resilient organization, Organizational resilience & Small and medium-sized enterprises, COVID-19 and small businesses, COVID-19 and SMEs, COVID-19 and restaurants, COVID-19 and restaurant industry, organizational resilience and COVID-19, business survival and COVID-19, restaurant survival and COVID-19
Abstract: The study explored the organizational resilience of small local restaurant owners responses to crises such as financial crises and the COVID-19 pandemic. How do small local restaurant owners describe the challenges they have faced in operating a small local business and the strategies used to overcome these challenges? How do small local restaurant owners describe their organizational resilience in overcoming challenges in their first years of operation? How do small local restaurant owners describe their experiences with crises such as economic downturns and the current COVID-19 pandemic? What strategies do small local restaurant owners describe in remaining resilient in response to these crises? The research design was a qualitative narrative inquiry study aimed at exploring the organizational resilience of small local restaurants. Purposive sampling was utilized to collect data from small local restaurant owners via semi-structured interviews. The data from the interviews were transcribed and coded using NVivo to conduct a thematic analysis through Braun and Clarke’s six-step method. Four themes emerged in the study. These were: (a) Resilient businesses are resilient to new ideas and methods, (b) Leadership knows the importance of community involvement in growing business, (c) Strong government interventions to balance business survival and employment, and (d) A resilient business implements adaptive strategies to viral resurgences and unforeseen events. Several implications were presented and separated into two subsections: theoretical implications and implications for professional practice.

Abstract: This study investigates the possible effect that the reporting of weak internal controls on a corporate financial statement may have on a company’s Share Value (SV). The Sarbanes-Oxley (SOX) Act of July 2002, Section 302(a)(5)(A) requires that signing officers disclose to auditors and to the corporate audit board directors “all significant deficiencies in the design or operation of internal controls” (Securities Exchange Commission, 2012) and that the company identify and disclose any material weaknesses in internal controls to the public via the company financial statement. Section 404 of SOX imposes “affirmative responsibilities on management and the company’s independent auditor to detect material weaknesses in internal controls” (U.S. Securities and Exchange Commission, 2020). As relative information, the use of SOX and the implementation of the accompanying internal control framework of the Committee of Sponsoring Organizations of the Treadway Commission (COSO) practices will be outlined in this document. SOX and COSO serve as noteworthy methods for identifying and deterring financial risk. The data population will consist of one hundred randomly selected the National Association of Securities Dealers Automated Quotations (Nasdaq) and the Standard & Poor’s (S&P) 500 companies and collected financial data from the fiscal years of 2018, 2019 and 2020. The research will utilize empirical data for this quantitative, linear relationship determination. The data will be collected using the MetaStock XENITH and Refinitiv DataLink stock analysis platform and real-time suite (Innovative Market Analysis, LLC dba MetaStock, 2020). The data collected will be stored in a data file to allow organization, analysis and statistical review of the information. Valuation indicators will be extracted from a period of three fiscal years. The survey will capture Dividend Yield (DY), Return on Equity (ROE) and Earning Per Share (EPS) variance fluctuations. The researcher will gather and analyze data to accomplish an outcome analysis to aide in determining whether a Material Weakness (MW) and independent variables serving as yearly financial performance indicators, have a statistically significant relationship on the dependent variable known as Share Value (SV). This quantitative, linear relationship study will provide insight as to the impact the reporting of a Material Weakness (MW) may have on the value of a firm over a three-year financial reporting period. Based on this study, professional and nonprofessional investors, and stakeholders should be able to use a similar process to accomplish a value-relevant risk analysis prior to investing in a publicly traded company.

Abstract: This research concerns Consumer Decision-Making (CDM) models and Rational Product Consumption. There is a lack of knowledge regarding consumer behavior and purchasing decisions when the specifications of a product are visible and understood. This study aimed to examine the difference in the consumer decision-making process concerning the effects of brand loyalty and quantitative product value characteristics). What is the relationship between the effects of brand loyalty and quantitative product value characteristics) relative to the consumer decision-making process? RQ2 – Does the effect of brand loyalty and quantitative product value characteristics) explain the difference in consumer decision-making? Quantitative research methodology in the form of a demonstration survey validates and verifies the existence of changing consumer behaviors and attitudes regarding this research objective. The process began by collecting data via an internet survey from respondents (N=76), which made up the population sample. The survey was developed utilizing a modified version of the Consumer Style Inventory and its seven identified dimensions (Factors) as a baseline. The results revealed that the more familiar a consumer is with the quantitative characteristics of a product, the less likely they will be to select an inferior product based solely on personal preference, product use/familiarity, or some other factor. Additionally, due to the inherent deviation created by the understanding of the quantitative product characteristics, alternate driving factors were identified by both groups concerning CDM.

Abstract: The business problem addressed in this study is the effect of various leadership styles on the ever-increasing teleworking environment and the relationship between those styles and employee engagement among multi-generational workers. As more businesses are transitioning to teleworking environments, they face a challenge in maintaining the engagement of their workers with limited direct interaction with the supervisors within the organization. In addition, leaders face new challenges with utilizing their skills with the demands of workers of varying age ranges. This study answers the research questions of whether there is a correlation between task and relationship-oriented leaders and the teleworkers they are responsible for. The framework of this correlational study utilized Fiedler’s Contingency Theory of Leadership Styles and the Generational Cohort Theory. Using these theories, the study examined the engagement of workers within remote working environments in healthcare and information technology related to the perceived leader characteristics regarding the worker's age. Data were collected from 104 individuals using validated questions via an online survey and analyzed via hand-coding and computer analytical software. The survey responses were gathered from a broad base of candidates and represented individuals from all regions of the United States. Due to the limited number of respondents identifying their direct supervisor as task-oriented or independent, the correlation between this variable and employee engagement could not be tested or verified. A statistically significant correlation was identified though between relationship-oriented leaders and employee engagement. Further analysis shows that leadership style has more influence on employee engagement than age, gender, and workplace location.

Key Words: job satisfaction, organizational commitment, employee commitment, work and life balance, intellectual capital, value-percept theory, job conflict, leadership, and communication
Abstract: The purpose of this quantitative, one-way ANOVA study was to determine if there was a significant difference in the means in age groups of financial management consultants and job satisfaction. The researcher considered various elements to obtain a clear understanding of the differences between age groups and job satisfaction, such as value fulfillment, workforce work-life balance, organizational support, job-related conflict, leadership, and intellectual capital. A total of 163 financial management employees participated in the online survey administered by Survey Monkey. The research question sought to identify the values of employees related to age groups and job satisfaction in the workplace. The researcher’s findings revealed that there is a significant relationship between age groups and job satisfaction in the National Capital Region. The theoretical foundation is grounded in Locke's value-percept theory. The value-percept theory address the factors that people evaluate job satisfaction according to a specific facet of the job. The researcher’s study findings revealed that leaders might need to adapt to empower members of different age groups to maximize their skills, abilities, and knowledge, enhancing job satisfaction. Future researchers are advised to investigate other factors, such as job stress, anxiety, and work-life balance, which could facilitate the relationship between age and job satisfaction. Such research would clarify whether values primarily influence job satisfaction among younger people than among older ones.

Keywords: Adams’ equity theory, intersectionality, Black feminist thought and theory, inclusion, diversity, talent development, leadership behavior
Abstract: There is a lack of empirical research examining how African American women working in the commercial U.S. nuclear power industry perceive leadership opportunities. This lack suggests that more targeted research is required to comprehend how African American women are provided leadership opportunities. This study explored the perspectives of nine African American women who identified as being the “first” or “only” in their positions in the commercial U.S. nuclear power industry. The qualitative data analysis was used to study African American women’s perceptions of leadership opportunities within the commercial U.S. nuclear power industry. I used phenomenological research design and triangulated data from analysis and interviews to validate information gathered from nine participants. The three theories supported by this study are Adams’ equity theory, intersectionality, and Black feminist thought and theory. The research questions are designed to elicit information about these women’s lived experiences to reveal the underlying phenomena. The nine participants answered questions in semi-structured interviews. The study revealed that respondents perceived poor leadership behaviors, poor talent development models, and weak diversity initiatives as impediments to upward mobility and attainment of leadership positions within their organization. Recommendations for enhancing the upward mobility of African American women focus on organizations developing and implementing fair policies and practices that foster inclusive work environments and restructuring talent development models in an effort to eliminate racial and gender biases. The results concluded that there are significant connections between all three theories and the observed behaviors. All organizations can use the findings of this study to acknowledge the experiences of African American women and develop strategies to increase their upward mobility within their organization. This research has implications for practitioners who desire a more inclusive leadership development program, for organizations that seek to understand how their practices intentionally or unintentionally affect African American women in the workplace, and for those African American women who seek assistance in making sense of their experiences.

Keywords: nursing shortages, complex leadership theory, leadership style, high-performing nurse, continuity of care
Abstract: Nursing shortages in Southeast Georgia are prevalent and persistent concerns that negatively affect the health outcomes of Georgia’s residents. In this study, the researcher used a qualitative single case study to explore why some nurse leaders lack leadership strategies that help retain high-performing nurses. The researcher conducted face-to-face and virtual interviews with nurses working in a hospital in Southeast Georgia. The researcher used criteria sampling to determine eligible participants for the case study. The triangulated the data by reviewing multiple data sources to add validity to the study. The researcher’s study was framed by complex leadership and adaptive theories. The researcher identified four main themes that current and future nurse leaders could use to retain high-performance nurses. The researcher identified employee engagement, leadership style, effective communication, and work-life balance as emerging themes that participants indicated were significant factors for retention. Two critical implications of this study were: that impactful nurse leaders should seek to implement employee strategies that promote open communication and consider employee needs. Nurse leaders seek to build respect and trust and implement strategies for retaining high-performing nurses.

Abstract: Organizational performance and job satisfaction in the federal civilian service are complex at any leadership level throughout many federal agencies. Responsible leaders may influence organizational processes and outcomes through psychological and knowledge-based pathways (Doh & Quigley, 2014). It is not surprising that companies with visionary leaders tend to outperform those with less visionary leaders. This qualitative phenomenological research study aimed to explore how transformational leadership could improve federal civilian service organizational performance and job satisfaction. The conceptual framework for the study was based on Bernard Bass's Leadership Transformational Theory 1985. The research questions asked how transformational leadership could improve the federal government's organizational performance and job satisfaction. Ten employees from a federal agency located in Washington, D.C., Maryland, and Virginia participated in the study. The study data collection was accomplished using ten participants and an open-ended, semi-structured interview protocol. It was recorded using Zoom and NVivo to validate and ensure the integrity of the research study coding, categorization, and identification of recurrent patterns. The study showed that transformational leadership could improve the federal civilian service organizational performance and job satisfaction. This study may help raise social awareness of organizational performance and job satisfaction improvement to compel organizational leaders throughout the federal government to create various programs and workforce initiatives that increase the motivation level, performance, and morale of subordinates.

Keywords: American Indian, Alaska Native, diversity, inclusion, recruitment strategies, retention strategies, Phoenix Metropolitan Area
Abstract: This qualitative study explored the strategies used by companies in the Phoenix Metropolitan Area to attract, hire, and retain American Indian and Alaska Native (AI/AN) employees. While diversity and inclusion programs focusing on specific racial and ethnic groups are common, the American AI/AN population has not been well researched. The theoretical framework for this study was social identity, which holds that individuals derive pride and self-worth from their identification with a group, such as a diverse population. Using a case study design, semistructured interviews were conducted with hiring managers in the Phoenix Metropolitan Area who had experiencing recruiting and hiring AI/AN employees. This study was designed to answer questions regarding strategies used to attract and retain AI/AN workers, differences in recruitment and retention strategies for AI/AN employees as compared to other populations, successful methods to recruit and retain AI/AN’s, barriers to AI/AN recruitment and retention, and the value that organizations derive from hiring AI/AN employees and having a more diverse workforce. The results indicated that using targeted strategies to attract and retain AI/AN employees, such as promoting AI/ANs into leadership, forming partnerships to develop the employment pipeline, providing scholarships and internships, and fostering awareness of and sensitivity to AI/AN culture were among the successful recruitment and retention strategies used.

Keywords: intrinsic and extrinsic job satisfaction, MSQ, SL-28, rural healthcare providers, Servant leader theory, transformational leadership
Abstract: The purpose of this non-experimental cross-sectional correlational quantitative study was to examine how leadership practices influence healthcare providers’ perceptions of intrinsic, extrinsic, and total job satisfaction in a rural setting. Servant leader theory was used as a lens to understand and interpret the results. The sample included 138 frontline nurses in a rural healthcare organization. The primary aims were to examine the relationships between employee perceptions of servant leader characteristics and job satisfaction using correlation and multiple regression analysis. Seven servant leader dimensions were measured using the SL-28, which were the predictors for total job satisfaction, using the MSQ. Additionally, intrinsic or extrinsic were predictor variables to test 14 simple linear regression models, one with each of the seven servant leader dimensions with intrinsic or extrinsic satisfaction as an independent variable. The primary results included that the servant leader dimensions significantly predicted job satisfaction with all seven predictors included (F (131, 7) = 12.43, p < .001, and R2 = .40). However, two of these variables, emotional healing and conceptualizing skills, were insignificant (p > .05). The results from the simple regressions suggest that intrinsic and extrinsic satisfaction predict the similar profiles of servant leader dimensions. However, creating value for the community was a significant predictor only for extrinsic and not intrinsic satisfaction. Implications are that nurses recognizing leaders who create value for the community are more extrinsically than intrinsically satisfied. In addition, the results imply that some servant leader practices are valued by employees and could be used to enhance intrinsic or extrinsic satisfaction.

Keywords: job satisfaction, staffing shortages, turnover intention, nurse mental health, burnout, nurse shortages, two-factor theory, Covid-19, healthcare professionals, pandemic, employee retention, employee tenure, motivation, academics
Abstract: The purpose of this quantitative, causal-comparative study was to examine the mean difference between tenure and job satisfaction among nurses in the healthcare industry in southeastern United States. The study presented specific information about job satisfaction perceived by various types of nurses during the COVID-19 pandemic. The researcher used the one-way ANOVA test to analyze and examine if the relationship between employee tenure and job satisfaction lead to a workforce shortage in the healthcare industry during the COVID-19 pandemic in the southeastern United States. A total of 163 various types of nurses in the healthcare industry participated in the Job Satisfaction Survey administered by SurveyMonkey. The null hypothesis was that there was no significant relationship between job satisfaction and tenure among nurses in the healthcare industry during the COVID-19 pandemic. Based on the study findings, the researcher fails to reject the null hypothesis because there was no statistical significance between job satisfaction and tenure among nurses. The theoretical foundation is grounded in Herzberg’s Motivation-Hygiene theory. Herzberg addresses the factors that separate sets of mutually exclusive factors in the workplace cause either job satisfaction or dissatisfaction. The findings from this study can help healthcare leaders and management to develop protocols and implement plans to help improve the workforce shortage and work experiences of nurses. The information provided should persuade managers and leaders to use all possible measures to support nurses and address their needs. Future researchers are advised to replicate the study using nurses in other areas of the United States working in different healthcare settings such as hospitals and nursing facilities. It is also advised to investigate additional workplace elements that affect a nurse’s job satisfaction. Such research would clarify whether values primarily influence job satisfaction among nurses in the healthcare industry.

Abstract: Leaders within beverage organizations lack leadership strategies to retain employees. The goal of this qualitative study was to explore the leadership strategies multinational organizational leaders use to retain employees. The research design was a single case study exploring the leadership strategies utilized to retain employees in one multinational beverage company in the United States. Using semistructured interviews, the targeted population encompassed 471 organizational leaders from a multinational beverage organization in the Southeastern United States, however only six were interviewed. Corporate documents including managers' reports, retention rates, leadership positions, and length of time with the organization for 12 months were reviewed. The interview data were transcribed and coded, analyzed into themes, triangulated, and subjected to member checking. Once data saturation occurred, the themes revealed: (a) job satisfaction, (b) employee engagement, (c) leadership style, and (d) effective communication. The theoretical foundation for this study was the goal-setting theory. The study showed that each of the leaders utilized a different leadership style and various strategies to retain employees under their leadership. In addition, the participants noted: (a) that their employees were a priority, (b) that each leader always involved the employee with crucial decision-making about their growth within the organization, (c) that leaders maintained open and effective communication, (d) that leaders wanted the employees to be happy, and (e) that leaders promoted a positive work environment to gain trust, loyalty, and commitment. The findings may encourage a positive work environment by providing organizational leaders with information on successful strategies for retaining employees, reducing retention rates, improving job satisfaction, and increasing loyalty and organizational commitment.

Abstract: Occupational burnout is a growing concern among today’s technology firms. Occupational burnout can increase organizational expenses and decrease performance. Many of today’s firms do not truly understand this phenomenon and its impact on technology leaders. This has resulted in a lack of effective strategies to specifically address the issue of burnout among company leaders. Using a quantitative correlational research design, the research study assessed the relationship between emotional exhaustion, cynicism, work inefficacy and burnout among leaders within the technology field. Maslach Burnout theory was used as the theoretical foundation for this research. The study used the Maslach Burnout General Survey to assess 158 leaders within the technology field for burnout. This group has been largely overlooked in studies spanning the last 50 years. Results confirmed there was a significant relationship between emotional exhaustion, cynicism, work inefficacy and emotional burnout. In addition, the research confirmed a strong positive correlation between emotional exhaustion and burnout as we well as cynicism and burnout among leaders in the technology field. No statistically significant correlation was found between work inefficacy and leadership burnout among tech leaders. The implications of this study are included with possible interventions to help address, reduce, or prevent occupational burnout among leaders in the technology field.

Keywords: consumer engagement, social media engagement, individual and public-collaborative engagement, analysis of variance, marketing effectiveness, social media and consumer behavior, Latin American social media engagement, social media and Latinos, cultural diversity and online engagement, Latin Americans and Facebook, Facebook consumer engagement, psychology and social media, psychology and online consumer engagement, age and social media engagement, education and social media engagement, and gender and social media engagement, organizational awareness, organizational social media advertising
Abstract: This study examined the relationship between Latin Americans residing in the southeastern United States and social media consumer engagement in both an individual and public-collaborative capacity. The researcher used a causal-comparative research design and a cross-sectional, quantitative methodology. The study's independent variables were age, gender, and educational level. The dependent variable in the study was social media advertising engagement. Katz’s (1973) seminal research provided the theoretical foundation and theory for this study, the uses and gratifications theory, which addressed an understanding of why consumers engage differently with advertising strategies and obtain certain gratifications from the outcome. The target population included Latin American adults who live in the southeastern United States and utilize social media platforms. The study sample included Latin American adults who engage with content on the Facebook social media website. The survey instrument used in the study included the 2020 version of the Calder-Malthouse (CM) design of web experiences, which provided both valid and reliable tools to measure experience and engagement in an online capacity. The problem for the study was whether age, gender, and educational level explain the difference in individual and public-collaborative engagement for Facebook advertising among the Latin American population in the southeastern United States. The researcher obtained 213 valid surveys from respondents via a survey research website. Data analysis was conducted using a range of statistical tests (i.e., descriptive statistics, reliability analysis, normality of distribution analysis, homogeneity of variances, independence testing, and one-way analysis of variance [ANOVA] testing with post hoc analysis). The results from this study indicated a partial rejection of the null hypotheses in the cases of both age and educational level, as the data reflected partial significance levels. The results also indicated a statistically significant difference concerning gender, as the alternative hypothesis was accepted, and females tend to engage online in a larger capacity and higher rate than males. Age, gender, and educational level do, to some degree, explain the difference in individual and public-collaborative engagement for Facebook advertising among the Latin American population in the southeastern United States. Overall, certain age groups and consumers with specific education levels did not fall within these parameters, resulting in the partial rejection of the null hypotheses, and thus, only partial acceptance of the alternative hypotheses. The research indicated that organizations should measure social media engagement concerning targeted populations for more effective and meaningful advertising strategies, online campaigns, and consumer engagement responses.

Keywords: Blockchain technology, cybersecurity, cyberattack, bitcoin, trust
Abstract:The researcher aims to explain the potential role of blockchain technology in the finance sector in reducing transaction costs and promoting cybersecurity through the current study. Most businesses are using internet-connected operations, and challenges such as cyberattacks are on the rise. Thus, the study established the relationship between blockchain and lower transaction costs, trust, and reduced cyberattacks. There was secondary and primary data to develop the relationship of blockchain and cybersecurity and lower transaction costs. The results indicated a positive relationship between blockchain implementation and lower transaction fees, and cybersecurity promotion. It means that the execution of blockchain in businesses may help promote operations. Additionally, user education would help promote adoption as few people and institutions understand blockchain.

Keywords: Job satisfaction, education, employees, generational, hospitality, research
Abstract: Managing employee job satisfaction in the hospitality industry, where employee turnover is high, is one of the most challenging areas for hospitality leadership teams. The purpose of this quantitative one-way ANOVA study was to examine the job satisfaction of employees in the hospitality industry in relation to their generational cohort and education level. A quantitative ANOVA design was used to analyze data on generational workers and their education level in the hospitality industry who were members of The Hotel Group on LinkedIn. A convenience sample of 87 participants was obtained, and data was collected via an online survey. The data were exported and pre-processed in Microsoft Excel and then uploaded for data analysis utilizing SPSS. The conceptual framework for this study includes the job characteristics model, Maslow’s hierarchy of needs theory, and Herzberg’s motivational hygiene theory. A one-way ANOVA analysis was utilized to analyze the data and determine the differences between the values to see if they were related. The current study's findings indicate that management in the hospitality industry should focus their efforts on increasing employee motivation and ensuring employee needs are met. Motivation and having their needs met are more influential on employees’ job satisfaction than their demographic characteristics.

Keywords: IEOKCs, IEOKC participation, voluntary turnover, voluntary turnover intention
Abstract: The relationship between Internet Enabled Open Knowledge Communities (IEOKC) participation and voluntary turnover intention among IT employees is well-established (Huang & Peng, 2016). The present study aimed to extend these research findings by examining the association’s magnitude, direction, and significance between IEOKC participation and voluntary turnover intention in Gen-Z employees. The descriptive, non-experimental, correlational study utilized a cross-sectional design. Convenience sampling was used (N=86), and Gen-Z employees in their first year of employment from an IT-enterprise software organization in Texas were selected for the research. Descriptive statistical analysis and Spearman rank-order correlation coefficient (Spearman’s rho) were used to evaluate and interpret the research findings. The research findings did not support the first hypothesis that employee participation in IEOKCs external to work is significantly associated with turnover intentions of newcomer employees of an enterprise software IT organization in Texas during the first year of employment (rho=0.186, p>0.05). However, the present study findings provided support for the second hypothesis in that a positive linear correlation of moderate magnitude (rho=0.372, p<0.05) was obtained between IEOKC participation intensity and higher voluntary turnover intentions among Gen-Z IT employees, while the correlation between the quality of IEOKC participation and voluntary turnover intention was also positive (rho=0.231, p<0.05). The study also has important implications for management theorists, researchers, and practitioners, noting critical recommendations for future research in this field.

Keywords: Post-secondary education, brand messaging, institutional branding, learners' experience
Abstract: Students who wish to pursue post-secondary education must make important decisions on whether to pursue traditional academic or vocational education. The influence of institutional brand messaging on post-secondary learners’ satisfaction with their technical education choice is the focus of this study. A quantitative methodology was utilized to examine the relationship between institutional brand messaging and learner experiences in a vocational technical institution in Oklahoma. The approach followed was inductive and utilized a correlational research design. Through G-power analysis, the targeted sample size needed was 84 students who were currently attending the Francis Tuttle Technology Center in Oklahoma. The Expectation Confirmation Theory framed this study. Based on the statistical analysis, there does not appear to be a relationship between institutional branding and post-secondary learners’ experiences in career and technology education. A focus on institutional branding that showcases the employability potential of vocational education may be warranted to illustrate how these career technology institutions can create employable candidates that could fill open vocational positions now and in the future.

Keywords: Multigenerational needs, multigenerational work values, job design, generational cohorts
Abstract: This study examined the relationship between job designs and the different multigenerational needs and work values of the Baby Boomers, Generation X, Generation Y, and Generation Z. The study also assessed whether this relationship influences companies to adopt different job designs for each of these generations. Prior studies in Kenya have focused on the different multigenerational needs and how these affect individual and company performance. Other studies done in Europe have linked the job design process to the multigenerational needs. The problem is, therefore, a lack of knowledge of the relationships that exist between the multigenerational work culture and the job design process in Kenya. From a job design and theoretical perspective, the study utilized the job demands-resources model, which integrates the company and individual needs to the job design process. The data collection and analysis was done in form of a questionnaire to a Kenyan population sample size and comparative data from a population sample size in the United States of America (N = 186). Evidence of a positive relationships between the multigenerational needs, work values, and the job design process were found.

Keywords: COVID-19, job satisfaction, turnover intention, nursing shortage, leadership, communication, stress, burnout
Abstract: The purpose of this study was to examine the relationship between job satisfaction and turnover intention among home healthcare nurses in Central Mississippi during the COVID-19 pandemic. The researcher considered multiple factors to obtain a better understanding of the relationship between nurse job satisfaction and turnover intention, such as COVID-19, aging workforce, job dissatisfaction, organizational commitment, job-related stress, lack of PPE equipment, staffing shortages, and burnout. A total of 93 registered nurses participated in the online survey administered by SurveyMonkey. The researcher’s findings revealed that there is a significant relationship between job satisfaction and turnover intention in Central Mississippi during the COVID-19 pandemic. The theoretical foundation is grounded in Herzberg's two-factor theory of motivation and hygiene. The motivation and hygiene factors are exclusive to employees’ needs in the workplace that may cause either job satisfaction or dissatisfaction. The researcher’s study findings revealed that empowering nurses by enhancing job resources while reducing job demands can be achieved to improve job satisfaction, even in a pandemic. The researcher’s findings also revealed the necessity for a restructuring of nursing leadership during the COVID-19 crisis to maintain the quality of care and nurse commitment.

Abstract: The problem that this study seeks to address is an analysis of the financial crisis of 2008 from a risk management perspective. Many firms have not addressed issues raised during the 2008 global financial crisis to enhance their resilience in enterprise risk management, and one of the reasons for this reluctance is the inadequacy of expertise and investment required to effect necessary changes across internationally complex financial institutions. The research questions were 1) How will best practices of risk management continue to influence internal controls of bank systems and procedures in the mortgage banking industry during a financial crisis regarding audit practices?; 2) What are the best practices of risk management used in banks in the Washington, DC, metropolitan area banks?; 3) How can vulnerabilities of internal controls be more quickly identified using the best practices of any area, such as in the Washington, DC, metropolitan area bank and lenders?; 4) How can the best practices of any area such as in the Washington, DC, metropolitan area banks (lenders) be shared with their peers? This study applies a qualitative method from a risk management perspective and views the problem through the theoretical lens of Enterprise Risk Management (ERM). Data collected from nine mortgage banking professionals in the Washington, DC, metropolitan area indicated that building trust and lasting relations, and understanding risks are extremely important to build a strong culture. The study identified that contingency plan, effective risk solution, risk projection, lenders data verification and update, maintaining quality assurance, check and balance, teamwork, prevention of financial crime, and the adherence to Dodd-Frank were highlighted as best practice measures of risk management that can influence internal controls of banking systems and procedures in the mortgage banking industry.

Abstract: This study examined the relationship between consumers’ perception of the health-enhancing characteristics of organic fruits and vegetables and both organic fruits and vegetables loyalty and organic fruits and vegetables involvement in two Southeastern states of Alabama and Georgia. Age and Income were moderating variables in the study. Gibson’s (1966) theory of perception cited by Charles (2017) provided the theoretical foundation for this study. The researcher used a non-experimental correlational research design. The researcher collected 120 completed surveys. The results from these surveys showed there was a strong positive relationship between customers’ perceptions of the health-enhancing character of organic fruits and vegetables and both organic fruits and vegetables loyalty and organic fruits and vegetables involvement. The study found that this relationship was slightly influenced by age and income but the decrease in influence was not practically significant. The results of this study suggest customers who perceive organic fruits and vegetables as health-enhancing may tend to always stay with organic fruits and vegetables in preference to conventionally and non-organically produced fruits and vegetables. Organic fruits and vegetables producers and marketers should advertise and promote their products as ultra-health-enhancing products for all.

Abstract: Expatriate failure and pre-departure from the host country is a recurring issue in foreign assignments commonly because the parent company fails to consider specific determinants that have a positive impact on expatriate adjustment. Successful expatriate adjustment and constructive outcomes in foreign assignments are consequential to a multiplicity of determinants. My aim is to investigate the predictors of effective adjustment and performance of expatriate managers for successful long-term foreign assignments This quantitative correlational design focuses on the relationships between preparation, cultural intelligence, acceptance by HCN, family support, non-monetary compensation, availability of goods and services, and characteristics without manipulation or control using survey questionnaires with five-point Likert scale ratings. The data will be collected through the Qualtrics survey platform and responses entered into Excel and transferred to jamovi, JASP, and pspp statistical software. In this study, participants include expatriates that are assigned in Washington State, separated by industry, and randomly selected in the management and higher positions, including supervisory. The sample size for this study is set at 72. I will test the hypotheses using Spearman’s regression analysis, two-tailed test, and a paired samples T-test that should result in a statistically significant correlation. The two-tailed hypothesis results determine that the sample mean greater than critical value, concluding to reject the null hypotheses. Expatriates are valuable human capital to international business operations and MNCs are responsible for assisting expatriates to succeed in their top management positions abroad.

Abstract: This world we are living in today is full of change and unexpected pressures. People are trying to juggle work, family, health, and societal issues simultaneously. With the onset of COVID-19, economic recession, and mass shootings, understandably stress and burnout were inevitable. Businesses have also noticed changes and pressures of the world as they affect productivity levels, absenteeism, turnover rates, and the health of their employees. Some employers began to implement workplace wellness progress (WWP) as an internal initiative to combat some of these issues for hourly employees and supervisors alike. WWP has a combination effect on workers by improving employees’ physical and mental health, rising productivity, lowering turnover rates, and saving businesses money. This non-experimental quantitative study research study examined the relationship between hourly employees and supervisors’ level of burnout while participating in WWP. The purpose of this study was to determine if there was a correlational relationship between the two employment statuses. This study used 196 hourly employees and supervisors collected by Survey Monkey’s audience tool. All respondents participated in their employers’ WWP. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to analyze levels of burnout and distributed to all participants via email. The results of this study showed no significant relationship in levels of burnout between hourly employees and supervisors. However, this study revealed even with the implementation of WWP, employees and supervisors were still experiencing mid-high levels of burnout. The results of this study added to current literature addressing burnout experienced by both hourly employees and supervisors.

Abstract: Managers are a vital part of an organization. When a work-life balance (WLB) program is introduced, an organization should experience an increase in job satisfaction, retention, and motivation. Grounded in Maslow’s Hierarchy of Needs Theory, Herzberg’s Two-Factor Theory, and Vroom’s Expectancy Theory, the purpose of this qualitative phenomenology was to determine if managerial support of WLB programs impact employee performance. Data were collected from semistructured interviews conducted by telephone and with the participants permission, a voice recorder was used to confirm the collection of accurate information. Using thematic analysis, six emergent themes were discovered: a) flexibility, b) supportive, c) communication, d) pay, e) benefits, and f) recognition. Located in Winston-Salem, NC, 15 participants agreed to contribute to this study, their knowledge of how they felt about support from their managers in terms of job satisfaction, retention, and motivation. Managerial support was found to play a major role in utilizing a WLB program. The implication for professional practice would be to implement a WLB program and include the needs of the employees and management. A theoretical implication would be to incorporate Maslow’s hierarchy of needs theory so that employees know their basic needs are being met and thereby resulting in an increase in job satisfaction, retention, and motivation.

Keywords: effective communication, health care provider, patient
Abstract: Health communication describes interactions between healthcare service users and healthcare service providers in a healthcare institution. Effective communication is significant during healthcare provision. Without effective communication, adverse patient outcomes and healthcare costs could increase, impairing healthcare quality. Conversely, care delivery becomes compromised when the healthcare provider or patient lacks a clear understanding of conveyed information. This research aimed to analyze the relevant, effective communication strategies in a hospital environment and propose recommendations for improvement. This quantitative study used surveys to examine 68 health care professionals working with patients at a Houston, Texas hospital. The information collected focused on communication perception and effective communication barriers. Data were subjected to descriptive statistical analysis, including frequency and correlation, to assess statistical significance between variables. The researcher established strong evidence to imply that the two variables of communication culture – personality factors and efficient communication strategies – positively correlate with the implementation of diverse healthcare projects. When considering personality factors and efficient communication strategies collectively, the two factors combine to provide the strongest predictor of implementing diverse healthcare projects.

Keywords: emergency department, real-time location system, RTLS, radio frequency identification device, RFID, operational efficiency, length of stay, LOS, care team, patient satisfaction
Abstract: Emergency departments face challenges in serviceable workflow because of inefficient capital sharing and provider staffing. Despite advancements in ED workflow mapping and strategies to improve ED efficiency and quality of care, a clear need exists to examine new approaches to improve operational and care team efficiency, patient experience, and satisfaction. Real-time location systems (RTLS) such as Radio frequency identification device (RFID) have found extensive healthcare application, that is shown to improve safety, save cost, and increase patient satisfaction. There is a questionable benefit to whether the application of RFIDs in Emergency Departments (EDs) will reduce cost improve efficiency and quality of critical care services. This aim of this study was to examine the relationship between RFID-shaped variables, such as patient care team contact time (PCTCT) within the 1st hour, and operational efficiency factors, such as patient length of stay, emergency revisits, and satisfaction in the ED at Mayo Clinic, Rochester, MN, USA. An observational cohort study was performed in the ED using RFID data from Jan 1 – Dec 31, 2017, which included a total of 68,049 patients. PCTCT within the first hour of the visit was calculated and its relationship to treatment LOS, revisits and patient satisfaction was analyzed. Results show that PCTCT is negatively correlated to LOS, negatively correlated to revisits, and positively correlated to patient satisfaction levels. This study's implications include designing new guidelines for ideal patient-care team interactions that can be used to determine optimal ED staffing levels and care team composition for effective care delivery.

Abstract: This Previous research has suggested that horses, like other heterogeneous goods, possess unique characteristics that determine their overall price at auction. This study utilizes data from the April 2021 2-year-old in training sales in Ocala, Florida and estimates the influence of a horse’s individual, sire, dam and conformational characteristics has on final sale price of 274 two-year-old thoroughbreds. The results reveal that the time a horse run a standard distance in preparation for the sales is the most statistically significant determinant of a horse’s sale price. Other individual characteristics, sire characteristics and conformation characteristics were also found to be significant predictors of sales price. The results can be used as a way to make better decisions by both the buyer and the seller.

Keywords: risks theory, decision making theory, choice theory, insurance, SMEs, sustainability
Abstract: Research indicated that SMEs form the backbone of developing economies and contributes to about 70% to 80% of GDP. Insurance growth and penetration in Ghana is very low and its contribution is only about 1% to GDP. This researcher sought to analyze the effect of SMEs operations on the growth of insurance companies in the Greater Accra region of Ghana. This nonexperimental correlational study was to determine the effect of SMEs operations on the growth of insurance companies in the Greater Accra region of Ghana. This researcher conducted this study using a quantitative research methodology to gain an understanding of how the direct and interactive effect of the independent variables (fire, theft, burglary, and foreign exchange risks) influence the dependent variable (insurance growth and SME sustainability). The researcher also sought to determine if the purchase of an insurance policy contributes to the sustainability of SMEs. As such, this quantitative research methodology examined the extent of correlation between SME operations and insurance growth as well as the purchase of insurance policy and SMEs business sustainability. This researcher found that there was a statistically significant but weak relationship for both SME operations and insurance growth as well as purchase of insurance policy and SME sustainability. The collected data were subjected to quantitative, descriptive analysis using R commander. The researcher used a theoretical foundation that was underscored by risks theory, decision making theory, and the choice theory. The implication for professional practice includes understanding SME operations with regards to risk management and mitigation measures.

Keywords: Corporate Social Political activism, CEO Activism, Person-environment Fit, Person-organization fit, social-political value congruence, Schwartz ten basic human values
Abstract: This study examined the relationship between person-CEO social-political value congruence and organizational commitment in professional human capital working in the Pacific Northwest region of the US. Prior research has shown that a lack of social-political ideology value congruence, among employers and their employees has a negative effect on extra-role motivation. However, little is known about the effects of person-CEO (as opposed to person-organization) political ideology (non) congruence on employees. Specifically, researchers have failed to address if the commonalities or differences in political ideology among CEOs and employees could affect organizational commitment, an attitude directly tied to critical work outcomes. This research sought to fill this gap. The person-environment fit, and person-organization fit frameworks guided the study, and an experimental correlational research design was applied to extract and analyze the data. The researcher collected 34 surveys completed online hosted on Survey Monkey™. Descriptive statistics, Spearman correlations and multi linear regression were used to identify the relationship between constructs. Results from the study showed a negative relationship between person-CEO social-political value congruence and organizational commitment. However, when complimented with the higher order human values: openness to change, self-transcendence and conservation, person-CEO social political value congruence showed a significant positive effect on organizational commitment. Self-enhancement was the single higher order human value that showed no relationship between the two constructs. Overall, this examination showed that value congruence teamed with a propensity toward certain higher order values can significantly influence an employee’s sense of organizational commitment.

Keywords: gender, burnout, turnover Intent, banking
Abstract: Understanding gender-based responses to burnout and the resulting turnover intent may provide awareness as to how the symptoms of work-related stress and the subsequent consequences could assist both employees and employers in devising an approach. It is necessary to identify the relationship between gender, burnout, and turnover intent. The researcher sought to provide additional knowledge concerning the impact gender has on burnout and turnover intent among customer banking professionals in the Southern United States. A quantitative correlational approach was used for this study to examine the relationship between gender, burnout, and turnover intent. Participants included 84 customer-oriented banking professionals in the Southern United States. The collected data were subjected to quantitative, descriptive analysis using Rcmdr. The results of this study revealed a moderate relationship between gender, burnout, and turnover intent. This study’s findings also revealed a statistically significant difference in gender-based responses to burnout and turnover intent. This study’s theoretical foundation was the attribution theory. The implications of this study for business administration include developing an understanding of how burnout and turnover intent is impacted by gender how an organization can use this additional knowledge to reduce turnover intent by empowering their employees to minimize burnout.

Abstract: The current study focuses on the problem of the diversity of an advertising team in thought or perception affecting the creative process of advertisements in advertising agencies. What team-advancement ways do gender diversity of an advertising team perceptions affect the creative process of advertisements in a business setting? What general market research ways do gender diversity of an advertising team perceptions affect the creative process of advertisements in a business setting? The research design is a phenomenological, qualitative approach aimed at understanding how the gender diversity of perceptions of an advertising team affects the creative advertising process in an advertising agency. Ten advertising professionals, who are identified using a letter and a number code, were interviewed from the United States. The criterion sampling method was utilized. The criteria of working at an advertising agency and living in the United States were necessary to be a participant. The data from the interviews were transcribed and coded. Meaning units and the themes of LGBTQ, society, diversity, and stereotype perceptions were discovered once data saturation occurred. Institutional and consumer decision-making theory frames the current study. The results from the study revealed team-advancement ways gender diversity of an advertising team perceptions affect the creative process consists of (1) motivation and (2) lack of awarding ad professionals reduce ad revenues. General market research ways gender diversity of an advertising team perceptions affect the creative process consists of (1) influencing what color palette, typefaces and photos to use in ads based on the perception of the four themes and (2) inaccurate general market research cause poor quality ads and reduction of ad revenue. Ad professionals have a choice of working for a progressive or traditional ad agency.

Keywords: high-performance work practices, HPWP, high-performance work systems, HPWS, organization-based self-esteem, OBSE, hotel, hospitality, retention, turnover, training, compensation, resource-based view theory, RBV
Abstract: Hospitality organizations within the United States are subject to higher staff turnover than most other industries. Employee turnover is very costly and can be the result of a lack of proper training, poor working conditions, unjust scheduling, and low compensation. Employee morale, self-esteem, and overall well-being can be limited due to a lack of human resource practices conducive to a strong work environment. Low employee self-esteem can lead to poor performance and financial difficulties within the organization. High-performance work practices (HPWP) are human resource policies and procedures designed to enhance employee work performance. When combined, high-performance work practices are collectively referred to as high-performance work systems (HPWS). Previous research has connected high-performance work systems to employee organization-based self-esteem (OBSE) in larger corporations. This study examines the relationship between HPWS and OBSE in the hospitality industry within the United States. A quantitative correlational research design was implemented to assess the relationship between variables. A sample of 105 hospitality employees within the United States were surveyed based upon the High-Performance Work Systems Intensity (HPWSI) model and the Organization-Based Self-Esteem (OBSE) scale. Results of the survey showed a statistically significant relationship between high-performance work systems and employee organization-based self-esteem in the hospitality industry for employee retention and organizational performance.

Abstract: This study examined the relationship between toxic leadership and employee silence among the Department of Defense civil service employees located in the southeastern region of the United States. Hobfoll’s (1989) conservation of resources theory provided the theoretical foundation for this study. The researcher used a non-experimental correlational research design. The researcher collected 130 completed surveys via an online survey platform (Survey Monkey©). The results from this study showed there was a significant positive relationship between toxic leadership and employee silence. This study suggests that employees who experience or witness toxic behaviors by leaders tend to withhold valuable information that may impact the performance or productivity of an organization.

Keywords: CSR, social identity, signaling, stakeholder, Gen Y, Gen X, perception, career success, organizational attractiveness, millennial
Abstract: The researcher explored employee’s perception of organization attractiveness and career success expectations related to perception of published corporate social responsibility (CSR). The problem addressed by this researcher sought to determine if there was a relationship between perception of CSR and organizational attractiveness and career success expectation. The research questions were RQ1 – Does a relationship exist between perceived CSR and organizational attractiveness for Gen Y and Gen Z job seekers, and RQ2 - Does a relationship exist between perceived CSR and career success expectation for Gen Y and Gen Z job seekers. Data were collected from Gen Y and Gen Z young working professionals in the Philadelphia metropolitan area with a sample size of N = 87. Data analysis procedure included tests for normality, detection of outliers, reliability, construct means and Spearman’s correlation test. The researcher adopted the stakeholder theory, social identity theory and signaling theory. This quantitative non-experimental correlational model was analyzed in R using Spearman’s rank correlation coefficient. The researcher determined there a positive relationship between the variables. Based on the outcome, the researcher has determined that CSR perception about hiring among Gen Y and Gen Z contributed to higher employee acceptance and increased interest and perception of career opportunities. The study reveals the effects of CSR perception on hiring young Gen Y and Gen Z working professionals and contributes to the literature with empirical data to support HR and strategic CSR decision making to ensure organizational success.

Keywords: race, racism, ethnicity, gender, intersectionality, diversity, equity, inclusion, Black women, women, leaders, job satisfaction, public government, public sector, public organizations, Oregon
Abstract: Public government organizations must reconcile the historic and pervasive impact of racism, sexism, and a myriad of other harms within its structures and systems. Public government leaders must ensure all employees are treated equitably, welcomed, valued, onboarded, well trained, and properly mentored, to create a productive, high-functioning work environment and to establish and solidify employee satisfaction in their profession. Diverse employees often manage interpersonal and intrapersonal conflicts because of their racial/ethnicity, gender, and intersectional categorization in diversified workforces. These conflicts often go unresolved because dominant culture has not examined the root causes of employee dissatisfaction (Sims & Carter, 2019). Little empirical research has been conducted on employee diversity in public sector organizations, and even less research focusing on Black women in the public sector. Using the Job Satisfaction Survey (JSS) this study examines the areas: race, gender, and intersectionality to determine whether any relationship exists between Black women leaders’ underrepresentation and their job satisfaction in Oregon State Government. While the significance of the data could not be met due to the number of respondents, the results showed a negative relationship between Job Satisfaction scores and Black women leaders (male leaders as well). The researcher sought to expound upon the distinct experiences of historically excluded people in public sector by examining areas such as Gender and Intersectionality, Black Racial Identity Theory, Critical Race Theory, Ecological Systems Theory. Using a quantitative correlational approach, the researcher evaluated three areas: race, gender, and intersectionality focusing Black women leader underrepresentation in Oregon State Government. The collected data were subjected to quantitative, descriptive analysis using SPSS. The study’s theoretical foundation was the groundbreaking research that created the concept of Intersectionality, Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory, and Antiracist Politics (Crenshaw, 1989). The implications of this study for professional practice include understanding that job satisfaction needs to improve to retain valuable employees, improve organizational commitment, increase an organization’s productivity, and focusing on Job Satisfaction centered in diversity, equity, and inclusion could result in an overall improvement to the organization’s performance. This study's findings had statistically weak to moderate relationships of all three areas of examination due to limited responses within the targeted population. Future research will call for a broadened population as outlined in Chapter 5.

Keywords: Transformational Leadership, Dimensions of Transformational Leadership, Transactional Leadership, Cross-Cultural Leadership, Employee Job Satisfaction, Individual Consideration, Intellectual Stimulation, Inspirational Motivation, Idealized influence, globalization, culture
Abstract: This study examined the influence and relationship employee culture has on employee job satisfaction and transformational leadership in an organization. The theory supporting this study is that understanding an employee's culture may benefit a leader's ability to influence employee job satisfaction by applying transformational leadership to a culturally diverse employee base. The Multifactor Leadership Questionnaire (MLQ) and Job Satisfaction Survey instruments was applied to current or former English-speaking United States citizens employed by businesses or consulting firms with operations in Hawaii, Japan, Korea, and Guam (N = 154). Evidence of a positive and significant correlation between employee culture and employee job satisfaction and all four dimensions of transformational leadership was found.

Abstract: This study was undertaken to examine the relationship between ratings via social media postings from Yelp and Google Reviews and the resulting effects on revenue and donations in rural and urban hospitals. While the relationship between social media and patient satisfaction were investigated, most researchers did not explore the relationship between patient satisfaction and hospital revenue and donations. The theory relevant to this study is social networking theory, which suggests that people without close ties share relevant information regarding health care decisions to more people than close friends and family. The targeted population was short-term, acute care, nongovernment and nonspecialty hospitals in the state of Virginia resulting in a sample size of N = 72. A quantitative, nonexperimental, time series research design was used with statistical analysis resulting from Spearman’s Rank correlation coefficient using SPSS. The hospital information was collected from the Centers for Medicare and Medicaid Services (CMS) reports summarized in the American Hospital Directory (AHD) databases for the period from mid-2013–mid 2019. Results of the study showed a significant relationship exists between the patient ratings via posts on social media platforms and revenue in rural hospitals.

Abstract: This research explored the influence of government-funded incubators on entrepreneurial success in Durban, South Africa. Incubators in developing countries often lack affordable infrastructure, mentors and coaches, funding, and training opportunities. More than eighty percent of entrepreneurs failed after the first year of establishing themselves post-incubation programs. Therefore, the survival of incubatees post-incubation was uncertain. The main research question to address was how government-funded incubators influenced entrepreneurial success in Durban, South Africa. This was a non-experimental multi-case qualitative study. Data was collected using open-ended semi-structured interview questions from entrepreneurs, incubation managers, and government funding agency managers. Data were coded, and themes were developed for analysis. The two underpinning theories for the study were the resource-based view theory, which asserted that an entrepreneur requires resources to be successful. The theory of innovation asserted that an entrepreneur must be innovative to be successful. This research found that government-funded incubators positively influenced entrepreneurial success as measured by increased profits and increased customer numbers. The study further recommended that there should be a central system that coordinated information which entrepreneurs, incubators, and government could use for incubation purposes.

Keywords: action Research, return on investment, request for capital expenditures, DuPont method, Donaldson Brown
Abstract: Leaders often assess the expected benefits of capital expenditures versus the costs before investing. Leaders often do not circle back to determine if the estimation was accurate and useful for future decisions. Validating the effectiveness of Return-on-Investment (ROI) estimation tools can help ensure that the most effective tools are being used for making investment decisions for the company. An abbreviated action research study method was used to examine the ROI process of a larger Midwest electronics manufacturing company. The research questions included (1) does the pre-investment estimated ROI analysis reflect the actual post-investment ROI? (2) Do the estimated ROI analysis tool variables accurately calculate the actual ROI? (3) Which variables should be used for a more effective ROI estimation? (4) what is the overall ROI estimation effectiveness percentage gained using the improved formula? The sample size used by this researcher was six Requests for Capital Expenditures (RCEs) that were approved for purchase. Using ROI calculation tools which started back in 1918 with Donaldson Brown and refined over the years, the impact of ROI estimation variables can easily be seen. During this study, Covid-19 skewed the data leading to a realization on only one of six calculations. External factors (Covid-19), pandemic driven decision making, and subjectivity based on unstable market conditions, were implications realized during this study. The researcher concluded that six variables should be used during all ROI estimation for the company studied.

Abstract: The startup companies have a limited knowledge of how employee engagement, job satisfaction and organizational commitment are related to each other. The purpose of this quantitative study was to examine if a relationship exists between employee engagement, job satisfaction and organizational commitment within the startup sector. The study considered the Job Demands-Resources (JD-R) model proposed by Demerouti and Bakker (2006) which was published in The Journal of Managerial Psychology. The sample consisted of the 72 participants from the various startups located in the Silicon Valley. The participants were recruited through the researcher’s personal network on LinkedIn. The results of this study showed that there is a significant relationship between employee engagement, employee job satisfaction, and organizational commitment since all the p-values for alpha were less than 0.05. Additionally, the findings indicated that age is not a moderating variable on the relationship between employee engagement, employee job satisfaction and organizational commitment. The implications for positive social change include strategies that are focused on increased employee engagement and job satisfaction, which in turn affects organizational commitment that results in increased profitability.

Abstract: Employee engagement is an essential concern for many organizations, and therefore it is a topic quickly gaining momentum in the workplace. One specific factor of consideration when defining employee engagement is a generational cohort. Generational cohort differences may be one of the primary issues resulting in employee differences in the workplace. Further, these generational differences may possess different opinions, which, in turn, may contradict each other. Because of the limited study performed on this topic, the research must identify that it is unknown that generational cohort explains engagement history in the hospitality industry. This research study incorporated two main theories as a framework: generational cohort theory and employee engagement theory. These theories have their specific definition and components, and they were beneficial in understanding the tenets behind employee engagement and generational cohort. A quantitative, causal-comparative design was used to examine whether the generational cohort explains the difference in employee engagement. The sample included 95 people from ten different hotels in the Southeast United States. Using SPSS to conduct an ANOVA statistical analysis indicated no significant difference in employee engagement based on the generational cohort. These findings, while not surprising, indicate a potential need for future research to examine generational cohorts combined with other variables and their effect on employee engagement.

Keywords: information technology, employees productivity, information technology infrastructure
Abstract: Many organizations seek to improve employee productivity by implementing new information technology infrastructure. Several studies had mixed results on how information technology affects a firm’s productivity. This study seeks to answer the research question: “How does the implementation of IT systems affect the productivity of employees at Bancolombia and Bavaria Brewery in Columbia?” In addition, this study addresses a second research question: “To what extent are the strategies used for implementing IT systems for business processes by either Bancolombia or Bavaria Brewery effective?” The study applied quantitative correlation methods through the use of an online survey that was analyzed through the use of descriptive and cross-tabulation in Microsoft Excel software. The study location was two companies: Bancolombia and Bavaria Brewery in Colombia. A total of 30 participants were included in the study and were systematically selected using an inclusion criterion. The study applied linear conceptualization of work founded by Henry Ford and Abraham Maslow. The study results indicted the quick implementation of IT, the identification of new ways of IT implementation, and employees training are correlated with improved employee productivity. The study results indicated that where IT systems are employed in automation, quality control is implemented for the products and offerings and are used in new business processes, there is a correlation with increased effectiveness compared to competition. The study results indicate that in order to improve employee productivity and firm effectiveness, IT implementation strategies should include innovation, faster implementation, employee training, automation, quality control, and new business processes.

Keywords: Organizational leadership, organizational ambidexterity, cross-functional teams, exploration, exploitation, innovation
Abstract: It is challenging for organizations to align their resources and goals to support innovation while exploiting and exploring strategic opportunities. The literature often links organizational ambidexterity and cross-functional teams' variables to innovation performance and achievement but does not show a direct relationship between the variables. To address this gap, the researcher analyzed data from 53 individuals through engagement on the social media site LinkedIn who were members of groups related to innovation, business, technology development, and organizational leadership. The data collection occurred through the distribution of survey links that directed participants to an online survey. The focus of this study was to determine whether a relationship exists between organizational ambidexterity and cross-functional teams. Applying linear regression analysis to the data set showed a relationship between organizational ambidexterity and cross-functional teams. Understanding that a relationship exists can allow researchers to focus on additional variables involved in the relationship and practitioners to align better organizational structures (cross-functional teams) and strategy (exploitation and exploration) to achieve strategic objectives.

Abstract: Human resource managers are vital actors in the implementation of HRM policies and practices. Effective HRM implementation depends on many antecedents, such as line managers’ attributes (attribution theory), including personality traits. Though there has been recent research regarding attribute theory and HRM implementation, most research has been centered around performance management, social relationships, or external (environmental) attributes, which created a gap in the literature surrounding line managers’ personality traits and HRM implementation. This study examined the relationship between line managers' personality traits, using the HEXACO Model of Personality Structure and effective HRM Implementation. The results show that line managers’ personality traits associated with social and idea-related endeavors have more correlation with HRM implementation than do task-related personality traits. Personality traits such as Agreeableness, Extroversion, Emotionality, and Openness to Experience, are significantly related to HRM implementation. In contrast, Honesty-Humility and Conscientiousness are not. This may be due to the social relationships that encourage cooperation, creativity, sociability, and sentimentality. The body of knowledge surrounding HRM implementation by line managers is expanded, which allows for the creation of policies, procedures, and plans for the recruitment, development, and retention of line managers to enhance organizational outcomes.

Keywords: Leadership, Training, Organization, Rumor
Abstract: The study sought to investigate how leadership training can help managers control rumors in the organization using the case study design and thematic analysis. Chick-fil-A in Tupelo – 14 managers, AT&T in Tupelo – 10 managers, Rotain Inc in Baldwyn – 5 managers, Ann Spencer Cox Library in Baldwyn – 1 Head librarian and 4 leads, Magnolia Furniture in Ripley – 3 manages, Embassy Management in Baldwyn – 5 managers, Mieles Travel in Tupelo – 4 managers, Global Improvement Project in Tupelo – 4 managers, The Village at Primacy Place Tupelo – 6 managers, and Warehouse Furniture Outlet in Shannon – 3 managers formed the sample of this study. Thematic analysis was used, and common themes emerged across the ten organizations. Additional surveys also identify supportive themes to the developed themes from the managers. Below is a list of the themes from the managers.
• Need for training on management of rumors
• Effective training can improve performance
• Explaining to managers benefits of rumor control
• Issues and concerns, about rumors, which can be controlled after rumor control training
• Strategies for addressing rumors following training
• Additional strategies from at organizational level
• Effectiveness of rumor control training
The additional surveys developed themes on how training affect management of rumors in the organization, how managers manage rumors in the organization, significance of rumors in the organization to productivity, and leadership roles of managers in rumor management. The study concludes with a discussion on implications and recommendations about how rumors in the organization were associated with effects on performance, job quality, attendance problems, and
productivity and the respondents agreed that managers could teach team members on management of rumors in the organization.

Keywords: information security strategy, information security management, security plan, cybersecurity strategy, SMEs, small business, sociotechnical theory, socio-technical design, and joint optimization
Abstract: Small businesses in the United States make up 99.9% of all business enterprises. The purpose of this study was to explore lower resource availability and SMEs’ ability to implement information security strategies in the retail industry in the Northeastern region of the United States. This study was based on the qualitative methodology and followed the pragmatic qualitative inquiry research design to explore the perceptions and experiences of 38 SurveyMonkey participants holding positions as CEOs, CIOs, ISSOs, Security Managers, and other information security professionals employed by SME with 250 or fewer employees in the retail industry. Detailed narratives provided insight into the research questions: (a) how does resource availability influence SMEs' ability to implement an information security strategy to protect networks and systems from vulnerabilities? (b) how do SMEs in the retail industry develop and implement an information security strategy to maintain business operations? Thematic analysis grouped similar statements and repetitions that identified patterns, themes, and subthemes. National Institute of Standards and Technology (NIST) Special Publications complemented subthemes. The sociotechnical systems theory frames the research. The results suggest that the retail industry has several forms of information security strategies consistent with limited resources. A holistic approach to develop and implement an information security strategy with limited resources is achievable. The research posits that this research can help retailers strategically use cost-effective tools and controls to develop implement or enhance their information security strategy to improve business objectives and financial performance.

Keywords: Resource-based view, Absorptive Capacity, Business Analytics, Dynamic Capabilities, Information Technology, Performance, Entrepreneurship, Small-to-Medium-Sized-Enterprise (SMEs), Small Business, U.S.
Abstract: The purpose of this quantitative research study was to investigate whether absorptive capacity performs a mediating role on the relationship between business analytics capability and small-to-medium-sized-enterprises (SMEs) performance in the United States. The study derived from the resource-based view approach, the dynamic capabilities dimension perspective, through the theoretical lens of the reconceptualization of absorptive capacity by Zahra and George (2002). The study empirically tested mediation through a series of regressions based on Baron and Kenny (1996). The study sought to determine if the potential and realized dimensions of absorptive capacity indirectly influenced the performance of SMEs with the invocation of the business analytics capability at the owner dimension. Data was collected through Qualtrics, an online survey platform, and utilized published and validated instruments. Hypotheses were quantitatively examined through empirical examination of data wherein the research question, does realized absorptive capacity mediate the relationship between business analytics capability and SMEs performance in the United States, was observed and the null hypothesis was rejected. The alternative hypothesis was accepted that realized absorptive capacity does mediate the relationship. Future studies may explore potential absorptive capacity not satisfying Baron and Kenny’s (1996) criteria. The study contributed to the theoretical body of knowledge by empirically demonstrating how SMEs may manifest improvement in performance in the twenty-first century through business analytics capability and realized absorptive capacity.

Abstract: In response to increasing cultural diversity at faith-based healthcare organizations, sincere, responsive, and sensitive leadership is critical to ensuring the organizational commitment of African American employees. Research was lacking on the relationship between toxic leadership and organizational commitment within faith-based healthcare settings. Further, little research existed on the ways toxic leadership affects the organizational commitment of African American workers. The purpose of this quantitative, nonexperimental, correlational study was to examine the relationship between toxic leadership and organizational commitment among African American employees of faith-based healthcare organizations. This study’s theoretical framework was based on Schmidt’s toxic leadership theory and Allen and Meyer’s organizational commitment theory. The variables for this study included toxic leadership and organizational commitment, categorized as affective, continuance, or normative commitment. The sample consisted of 84 African American employees of faith-based healthcare organizations working in Central Florida. Data were collected via an online survey consisting of the Organizational Commitment Questionnaire and Schmidt’s Toxic Leadership Scale. The analysis consisted of three Pearson correlations to examine the relationship between (a) toxic leadership and (b) organizational commitment scales (affective, continuance, and normative). Results of the Spearman correlations indicated no statistically significant associations between toxic leadership and affective commitment or normative commitment. There was a significant, inverse association between toxic leadership and continuance commitment. Although more research is needed to understand toxic leadership and organizational commitment in faith-based facilities, the current study provides a foundation for future investigations.

Abstract: As the United States workforce becomes more diverse, multicultural workgroups have to communicate effectively to accomplish tasks. The researcher sought to answer the following questions: Does non-verbal miscommunication exist in a culturally diverse workplace, does written miscommunication exist in a culturally diverse workplace, is there a relationship between nonverbal and written miscommunication and conflict in a culturally diverse workplace, does the relationship between nonverbal and written miscommunication and conflict vary across cultures? This Mixed Methods study included an online survey and personal interviews from participants that are employed in the United States, work in multicultural environments, and communicate with individuals from cultures besides their own. Quantitative and Qualitative data were analyzed to determine that nonverbal and written miscommunication exist in multicultural work environments and these types of miscommunication lead to conflict. This information is very valuable to business leaders, as it will assist them in diversity appreciation and acceptance and conflict recognition and resolution.

Abstract: Labor law exclusions have always dealt with the unjust treatment of a variety of workers for various reasons. Worker misclassification is no exception. Since the onset of COVID-19, it has become a bigger issue for many people who have come to depend on independent contracting to provide for their families. The increase in court cases regarding worker misclassification shows that somewhere the expectations, along with the definition, are being lost among those to whom it matters most—the workers. Recent and past cases were explored in this qualitative study to determine whether there was one particular factor that was considered more than another when making judgements for court decisions. The case study design for this research was a single-case critical design. Published court opinions were used to compare the employment tests, and determine what factors were used to decide worker classifications. The implications suggested that while the Supreme Court stated that no one factor was the determinate, courts that used the Common Law Test looked to establish right of control first, and all other factors were secondary, and that maybe a third option—dependent contractor—should be explored.

Keywords: financial literacy, financial projections, business performance, theory of planned behavior, business plan, small business
Abstract: Small business employment is very important to the United States (U.S.) economy. Small businesses employ millions of individuals creating billions of dollars in economic activity. An understanding of small business financial projections in a business plan and financial literacy is valuable. A lack of understanding exists about financial projections (Foley, 2018; Frias et al., 2020; Iqbal et al., 2019; Watson & McGowan, 2018) and financial literacy (Hussain et al., 2018; Eniola & Entebang, 2017) association with Midwest small business performance. The quantitative study used a correlational design to examine financial projections, financial literacy, and business performance association. A total of 484 participants were contacted through e-mail in a 6-week period from December 2020 through January 2021. The Qualtrics® survey returned 67 responses, with 48 being useable. The data analysis procedure of the survey in this study used the R (R Core Team, 2020) and the Rcommander package (Fox & Bouchet-Valat, 2020). This study’s theoretical foundation included Ajzen’s (1991) theory of planned behavior. The professional implications of this study include a better understanding of the effect of financial projections and financial literacy on business performance. Lenders, economic development leaders, and small businesses working together can increase chances of business performance and success.

Abstract: Gender and racial-inclusive corporate boards are associated with a greater diversity of ideas, higher marketplace performance, better strategic decision-making, and increased corporate social responsibility. Despite these organizational benefits to business organizations, organizational policies remain unsupportive to the advancement and development of African American women leaders into more senior positions in the C-suite executive roles. The purpose of this qualitative descriptive study was to study how African American women described their preparation and achievement of C-Suite executive positions. A descriptive design was used for this study, which used purposive sampling to recruit participants. The target population for the study included African American women executives in business organizations within Middle Tennessee. Data were collected from 10 African American women in C-suite positions. Through coding, 94 excerpts from the interview transcripts were identified to be relevant to the study. From the emergent themes, it was learned that African American women have succeeded in achieving C-Suite positions through understanding the effects of prejudice and discrimination and overcoming discrimination through self-advocacy and solidarity. Based on the themes that emerged from the study, one of the practical implications is the importance of implementing a favorable culture that welcomes diversity into the organization.

Abstract: In the United States, African Americans are among the fastest-growing entrepreneurial minority group, making up 13 percent of the U.S. population but owning less than 2 percent of the small businesses. However, small business owners struggle with sustaining new businesses as they experience the highest business failure rates. Small business owners without detailed strategies risk being closed within the first and fifth years. Guided by the Theory of Planned Behavior, the purpose of this quantitative, correlational study was to examine the hypothesized likelihood that African American (AA) entrepreneurs' attitudes toward entrepreneurship, subjective norms, and perceived behavioral control predict African American small business success. Understanding underlying factors contributing to business success may assist future small business owners in developing best practices procedures. Seventy-seven (N=77) AA business owners who have sustained and remained profitable beyond 5 years participated in this study. A logistic regression analysis produced a goodness-of-fit, yet each predictor showed no significance in influencing entrepreneurial intentions for business success. The implications for access to capital funding include the potential longevity for African American small business owners, potentially decreasing small business failure, and local and national unemployment rates.

Abstract: Customer merchandise return rates represent a significant cost to organizations, with product return rates exceeding 50% and representing over $351 billion of sales annually. The author studied the strategies used by online retail furniture companies to reduce customer merchandise return rates. The researcher utilized a qualitative case study to explore the organism’s response to an environmental stimulus based on the social cognitive theory. The author presented the influence of the consumer’s emotional state on perceived risk and the relationship with the post-purchase cognitive dissonance phenomenology. The author collected data from six employees of a Sarasota, Florida, online retail furniture company using a structured interview. The researcher recorded, translated, coded the data, and used the interview responses to uncover emerging themes. The researcher determined that the top emerging strategic approaches that reduce product return rates include understanding customer needs, policy and procedure, and product accuracy and clarity. The author identified several implications from the findings, including improved customer relationships that emphasize customer satisfaction, greater social change that highlights a customer-centric organization approach, and enhanced organizational success that influences a firm’s financial health.

Keywords: leadership style, generational cohorts and employee intent to turnover
Abstract: This nonexperimental correlational research was conducted on leadership style and generational cohorts of management and the generational cohorts of non-management employees to address the effect managers of an organization can have on non-management employee’s intent to turnover. The IBM SPSS statistical program populated the possible correlation of the items gathered from a survey conducted of management and non-management employees using the Spearman's rank-order correlation. The sample size chosen was based off of a percentage of the total population of one delivery service company in the south east region of the United States. The generational cohort theory represented in this research states a variety of generations can be represented in a workplace and those varieties of generations can possibly provide a different view as to how leadership styles can affect employee turnover intention. The situational leadership style theory states that these is a way of revising a member of management style to become more comfortable to each situation or task that may arise from the non-management employees. The results of this study according to the statistical frequencies, suggested that there is no significant correlation found between employee intent to turnover and management leadership styles and generational cohorts of management and generational cohorts of non-management employees. The implications of the study show that the non-management employee with highest level of intent to turnover was non-management employees whose manager displayed leadership styles of Passive Avoidant leader who are managers that wait for a problem to appear before taking corrective action and leadership style that could be easily defined as “non-leadership.”

Keywords: job satisfaction, Total Quality Management Theory, Hofstede's framework in cross culture studies, hotel employees
Abstract: The hotel industry makes significant contributions to Vietnam’s economic growth, but many hotel managers have expressed concerns about high employee turnover intentions. In the context of career choices, leaders of the hotel industry in Vietnam face turnover intentions that are higher than turnover intentions in other sectors. Grounded in Total Quality Management and Hofstede's framework, the purpose of this quantitative, correlational study was to examine the relationship between job satisfaction and employee turnover intentions of front desk customer service employees of luxury 5-star hotels. Participants included 85 front desk customer service employees with at least one year of employment in a 5-star luxury hotel in Da Nang, Vietnam. Data was collected using the Minnesota Satisfaction Questionnaire and the Turnover Intention Scales-6. Results of the multiple linear regression analysis indicated the model was able to significantly predict turnover intentions, F (2, 72) = 13.756, p < .001, R2 = .276. However, job satisfaction (t=-3.861, p < .001) was the only statistically significant predictor. Hospitality leaders who understand the factors that increase job satisfaction may decrease employee intentions to leave the organization. The implication for social change is that implementation of strategies that decrease employee turnover intentions has the potential to provide advancement opportunities, reduce turnover costs, increase morale, increase productivity, and create and maintain positive relationships with families, communities, and organizations.

Keywords: emotional intelligence, employee motivation, job design, job reengineering, job redesign, job satisfaction, metacognitive abilities, perception, perception of job satisfaction, and self-determination theory
Abstract: This quantitative, correlational research examined the correlation between employee motivation, job reengineering, and the perception of job satisfaction among the civilian employees of the Department of Defense located in Washington, D.C., United States. Deci and Ryan’s (1985, 2000) self-determination theory of motivation provided the theoretical foundation for this study. The researcher used a non-experimental correlational research design and non-probability convenience sampling method to collect data from the council of employees, a sample population (n = 55). The multidimensional work motivation scale, job diagnostic scale, and the job satisfaction scale were used to measure employee motivation, job reengineering, and the perception of job satisfaction respectively. The Spearman, Kendall tau, Somers d, and Goodman and Kruskal non-parametric tests were used to measure the correlation between the dependent and independent variables. Three hypotheses were tested, and the results from the study showed a strong and positive relationship exists between employee motivation, job reengineering, and the perception of job satisfaction, while a strong and positive relationship between job reengineering and the perception of job satisfaction. These findings suggest that business leaders, human capital managers and policy development officer of private and government enterprises may use the findings as a focal point for establishing lean organizational efficiencies, understanding a person-job fit, and formulating strategies to reduce turnover and enhance output levels.

Abstract: Career advancement barriers have become increasingly prominent in corporate manufacturing, when compared to other industries, for Black female professionals. Based on extant literature, the crux of race and gender stereotyping in the corporate environment may be due to a lack of mentorship, formal and informal leadership development networks, and diversity support by senior level management. Therefore, additional research is required to understand how occupational mentorship may contribute to the career success of Black females working in corporate manufacturing in the Midsouth region of the United States. Open-ended and in-depth interview questions were presented to 15 Black female participants to understand their lived experiences related to the contribution of occupational mentorship on their professional development and career advancement opportunities in corporate manufacturing. Additionally, the transcendental descriptive phenomenological design was employed to unveil thematic commonalities and philosophical meaning related to the lived experiences of Black females, having participated in either formal or informal mentorship in corporate manufacturing. Colaizzi’s 7 steps of analysis were leveraged, facilitating the emergence of 6 major themes regarding lived experiences pertaining to occupational mentorship. This study will drive positive social change specific to the professional development and career advancement of Black female professionals, working in corporate manufacturing in the Midsouth region of the United States, while providing an original contribution to the body knowledge. This study will assist in providing Black females with strategies as to how occupational mentorship may be leveraged for professional development and career advancement. Regarding business application, corporations will gain an in-depth knowledge as it pertains to the function, value proposition, diversity and inclusion, and design and implementation of structurally organized mentoring programs.

Abstract: The research explored NPO leaders' perspectives on fraud detection and prevention in the State of Ohio, a q-methodology study. Fraud has such a massive effect on NPOs who experience occupational fraud due to lack of internal controls, and NPOs lack reporting the crime to law enforcement. Previous studies focused on qualitative research of internal controls of small businesses in Louisiana, religious leaders who lack the implementation of internal controls to minimize fraud in New Jersey, and a study in South Carolina examined accounting fraud awareness. For this study's purposes, the researcher used 36 statements collected from the concourse statement to understand better NPO leaders' perspectives on NPO fraud detection and prevention internal controls. NPOs need to deploy strong internal controls and reach out to outside assistance to minimize fraud in order to safeguard the NPO assets.

Keywords: organizational commitment, motivation factors, two-factor theory, three-component concept, employee retention
Abstract: The study examined the relationship between overall, affective, normative, and continuance organizational commitment and motivation factors among staff in higher education in the Gulf Coast area of the United States. Focusing on staff members, rather than executive leadership or faculty in higher education addressed a gap in the literature. Meyer and Allen’s (1991) three-component concept of organizational commitment and Fredrick Herzberg’s (1959) two-factor theory on motivation were the primary theories used in this study. A quantitative, correlational design was chosen to determine whether a relationship existed between the independent and dependent variables. Data was collected and recorded through SurveyMonkey by combining the TCM Employee Commitment Survey and the Minnesota Satisfaction Questionnaire (short form), along with qualifying questions to ensure participants were not members of faculty or leadership and were at least 18 years of age (N = 237). The data analysis revealed overall, affective, normative, and continuance organizational commitment to have statistically significant relationships to motivation factors. The results of this study support the significance of employee retention and the need for organizations to develop work environments and jobs that foster affective organizational commitment and motivation factors.

Keywords: centralize, decentralized, leadership, professional boxing, professional fighters, regulate, sport, governing body, conflicts of interest
Abstract: The purpose of this study was to examine the influence of decentralized leadership in the professional boxing industry. While the need for a centralized governing body for professional boxing continues to arise, there are few studies that valuate the influence of decentralization of the sport. The study used a qualitative methodology to interpret the viewpoints of 20 individuals involved in the professional boxing industry. These individuals include boxing trainers, boxing promoters, boxing referees and professional boxers. The accounts of the 20 individuals’ give insight into the influence of decentralized leadership from the viewpoints of those employed and influenced by the professional boxing industry. The findings propose that the decentralized leadership in professional boxing leads to conflicts of interests between different organizations and athletic commissions, abuse of professional fighters, and confusion amongst the fans of the sport. Factors such as record-breaking pay-per-view gates and life-long organizational presidents influence the capacity and ability to centralize leadership in the professional boxing industry. The researcher postulates that the professional boxing industry can benefit from this information and unite under one universal governing body of leadership in order to centralize and regulate the sport of professional boxing.

Keywords: cultural dimensions, extroversion, long-term orientation, perseverance, persistence, personality traits, respect for tradition, thrift
Abstract: A lack of academic research on extroversion's influence on small business owners' long-term orientation exploring the Indian-Asian and White Americans and their vision towards the future prompted this study. These participants conducted business in three states of the Northeast of the United States. Research questions: What influence does Extroversion have on Thrift when controlling for demographical differences?--alternative hypothesis accepted. What influence does extroversion have on persistence /perseverance when controlling for demographical differences?—Null hypothesis rejected; Extroversion positively and significantly influenced the response. What influence does extroversion have on respect for tradition when controlling for demographical differences?– alternative hypothesis accepted; Extroversion positively and not significantly influenced the response. What influence does extroversion have on how often people feel nervous or anxious at work when controlling for demographical differences?—hypothesis rejected; Extroversion negatively and significantly influenced the response. Ordered logistic regression and Chi-square statistical test for variance analysis variance, performed in R, involved N = 278; Indian Asian, n = 86; White Americans, n = 192. For White Americans compared to Indian Asians, the results showed positive influence and significant effect. Extroversion positively and significantly influenced persistence/perseverance and negatively and significantly influenced anxiety experienced at work—null hypothesis partially rejected. Understanding human behavior leads to hiring and training qualified and prospective employees. Considering cultural attributes and differences contributes diverse workforce, various products and services designed for culturally diverse consumers, and implications in human resources, management, and marketing.

Keywords: generational cohorts, organizational commitment, affective commitment, normative commitment, continuance commitment
Abstract: This nonexperimental, casual-comparative research study examined the differences in organizational commitment between the generational cohorts in the pharmaceutical sales industry within the United States. The researchers utilized data obtained from 217 respondents; pharmaceutical sales employees based in the United States through a survey made available to respondents through SurveyMonkey. The results of this study showed there was no statistically significant difference in organizational commitments (affective, normative and continuance) among the generational cohorts (Baby Boomers, Generation X, Generation Y, and Generation Z). Although there was no significant difference in levels of organizational commitment amongst the generational cohorts, the results showed Generation Z having the highest level of emotional attachment and commitment as indicated by the scores for affective communication. Baby Boomers had the lowest score for affective communication. Baby Boomers had the highest level of continuance commitment meaning they are more likely to weigh pros and cons before leaving an organization. Generation Z had the lowest continuance commitment score meaning they are more likely to take risks when it comes to accepting a position with another company. Baby Boomers also had the highest level of normative commitment meaning they are most loyal to their organization whereas again, Generation Z had the lowest score. This study along with future research can be beneficial to pharmaceutical companies and similar types of organizations that are focused on bridging the gap between the cohorts in their organization and gaining a better understanding of their organizational commitment.

Abstract:The problem addressed in this study was the lack of knowledge regarding the relationship between job stress and employee turnover intention when moderated by individual resilience levels for certified nursing assistants (CNAs) who worked within midsized long-term care facilities. The purpose of this quantitative correlational study was to examine the relationship between job stress and employee turnover intention when modified by individual resilience levels for CNAs in midsized long-term care facilities within the Northeastern United States. Three survey questionnaires involved Likert-type scales to 149 CNAs who worked in midsized long-term care facilities within the Northeastern United States: Job Stress Scale (JSS), Intent to Stay (TIS) questionnaire, and the Brief Resilience Scale (BRS). The 3 variables included job stressors, employee turnover intention, and individual resiliency. The 3 theories included the job-demand control theory (JDC), expectancy theory, and resilience theory. The findings showed that there was a significant and moderate, positive relationship between job stress and employee turnover; r = .33, p < .01. The moderating variable of resilience did not impact the relationship between employee job stress and employee turnover intention for CNAs in midsized long-term healthcare facilities in the Northeastern United States. The quantitative findings supported the need for increased efforts to decrease job stress among CNAs to improve turnover outcomes; however, only a preview of understanding was provided regarding resilience and employee turnover intentions among U.S. CNAs. There is a need to explore further how CNAs who work in midsized long-term healthcare facilities can be better supported and trained to mitigate turnover outcomes. As the demand for long-term care facilities rises, it will be increasingly valuable for leaders in the healthcare industry to be more proactive in developing strategies that mitigate job stress and turnover among CNAs; thus, they can use the study findings to do so.

Keywords: banking sector, banking manager, code of conduct, leadership style, morality, occupational, and professional ethics
Abstract: Strategies to address unethical behavior within the banking industry remain a hot topic as financial institutions continually deal with internal fraud, costing financial institutions more than $1.2 billion in any given year. In 2016, First NBC of New Orleans found itself in a failing position and after investigations, fraudulent and criminal activity amounted to over $997 million. Thus, this study aimed to address the lack of research related to bank managers in the state of Louisiana and the strategies they use to deter unethical behavior. This study focused on two primary research questions: 1.) What strategies do banking managers use to mitigate and/or deter unethical behavior in employees, and 2.) What leadership styles do managers tend to use when implementing strategies to mitigate and/or deter unethical behavior in employees? The theoretical framework was built on ethical leadership theory and social learning theory. The study used a qualitative methodology and a case study research design. The survey was conducted in electronic format, hosted on the SurveyMonkey platform, and provided to all responsive bank managers located in banks within Louisiana. The original sample size was 5 participants; however, 8 participants responded to the study. Data was collected through an online survey and manually coded using thematic analysis. The results yielded four central themes associated with managerial strategies: leadership style, internal controls, communication, and employee training. The results of the study indicated that the theories used were appropriate for the study and that managers should find ways to build employee trust, create opportunities for personal and professional growth, and foster an inclusive environment that will inspire, encourage, and promote ethical responsibility.

Keywords: employee engagement, culture, case study, qualitative, multiple sites
Abstract: This qualitative case study focused on how the cultures of two different sites within the Space and Missile Defense Command; Range Operations Center (ROC-H) northeast of Redstone Arsenal in Huntsville, Alabama, and the Reagan Test Site (RTS) in the Marshall Islands the Pacific Ocean, affect the employee engagement and relationships between the sites’ employees. The research included an analysis of the researcher’s observations and the participant’s answers to interview questions. The participants interviewed were from both sites and either had a technical or programmatic background. Prior to data analysis, the researcher attempted to eliminate any forms of bias or preconceived notions that might impact the validity of the research by following reflexive bracketing. The interviewer validated the interviewees’ responses during the interview process by utilizing a structured interview guide with pre-determined questions asked of all interviewees in the same manner. All interviews were transcribed prior to data analysis. Data analysis revealed several common themes including connection and relationships, cultural differences, site challenges and disadvantages, coordination issues, and leadership issues. Leadership issues were the most passionately spoken about by the participants from both sites. Participants agree that regardless of how long leadership has been with the program, they cannot effectively manage if they have not physically been to both sites. The researcher sought to advance theoretical knowledge by exploring evidence that cultures and employee engagement are inextricably linked. This case study could have implications on how local cultures impact employee engagement with applicability to industries, academia, and government/military settings.

Keywords: Corporate Social Responsibility, Social Capital Theory, Small Business, Midwest, Longevity in the Community, Strength of Personal Relationships
Abstract: Researchers have had difficulty determining precisely why small businesspersons would engage in civic social responsibility activities; especially, since involvement in the activities may require a company to sacrifice profit. Using corporate social responsibility and social capital theory, this study explored the relationships between longevity in the community and strength of personal relationships on the likelihood of participation in business social performance. A nonexperimental correlational research design was used in this study. The research showed a moderate relationship between longevity in the community and participation in business social performance. However, due to a small sample size, no relationship between strength of personal relationships and participation in BSP could be identified.

Keywords: Artificial intelligence, machine learning, expert systems, ethics, process time, process costs, and process quality
Abstract: This study examined the perceived level of bias in former and current employees, supervisors, and directors, who work for companies that utilize artificial intelligence. Despite the evolving role of the artificial intelligence recruitment process, only limited research has been conducted. The theory that reinforced this study is Adams' Equity Theory. An Organizational Inclusive Behavior survey instrument was applied to former and present employees, supervisors, and directors in the Research Triangle Park area of North Carolina (N=21). Three open-ended survey questions were included and complemented the survey instrument's reliability. The Shapiro-Wilk test/IBM SPSS 26 and In vivo coding, leveraged by Quirkos software, supported this qualitative and non-experimental design. Age, education, ethnicity, and organizational level (employee rank) did reveal a modest relationship to the perceptions of bias, awareness, trust, and transparency concerning the use of artificial intelligence in the recruiting process.

Keywords: Quantitative, NHNA-JSQ, SPOS, Supervisory Support Scale, Perceived Organizational Support, Certified Nursing Assistants
Abstract: This research is a cross-sectional, non-experimental, quantitative, correlational study to explore perceptions of Certified Nursing Assistants working in ten Michigan county-owned nursing facilities. The research explored the relationship between the dependent variable of job satisfaction and independent variables of perceived organizational support (POS), and Supervisory Support (SS). This study asked two research questions. Does a relationship exist between job satisfaction and perceived organizational support among certified nursing assistants employed in county-owned nursing homes in Michigan? Does a relationship exist between job satisfaction and perceived supervisory support among certified nursing assistants employed in county-owned nursing homes in Michigan? The survey instruments used were Survey of Perceived Organizational Support (SPOS), Nursing Home Nurse Aide Job Satisfaction Questionnaire (NHNA-JSQ), and Supervisory Support Scale (SS). One hundred and eighty four surveys were analyzed. Organizational support theory served as the primary theoretical foundation. Spearman’s rank correlation test was performed, and the correlations were found to be significant at the 0.01 level (2-tailed). Both Perceived Organizational Support and Perceived Supervisory Support demonstrated a positive relationship to job satisfaction. Both correlations can be characterized as moderate in strength, bordering on strong. Armed with knowledge, leadership has the potential to impact culture, supervisory practices, reduce unwanted turnover, improve the quality of care, and better ensure an adequate workforce.

Abstract: Employee’s perceived job satisfaction has a compelling role in business prosperity. Business leaders do not always grasp reasons employees leave organizations secondary to unfavorable job satisfaction. This correlational study, founded in Herzberg’s two-factor theory, examined the relationship between independent variables (age, gender, tenure, education) and the dependent variable (job satisfaction) of health care professionals working in an urban health care business entity. Participants included 138 health care professionals working in the Washington, D.C. metropolitan area. The Job Satisfaction Survey (JSS) was used for data collection. The study results indicated that a statistically significant correlation was present between age and tenure as they relate to job satisfaction; however, a statistically significant correlation was not present between education and gender as they relate to job satisfaction. This study concentrated on the Washington, D.C. metropolitan area. I recommend that future studies include the entire metropolitan region surrounding Washington, D.C., such as the Baltimore metropolitan and Northern Virginia metropolitan areas. Inclusion of these regions will allow the data to be categorized by the entire group, by zip code, and by individual health care business entities. The study is applicable to businesses because job satisfaction is an indicator of retention within a business organization, and failure to monitor employee turnover and its causes within a business organization can reduce business leaders’ capability to regulate the costs of employee turnover.

Abstract: This quantitative nonexperimental causal-comparative study examined whether a difference existed among multigenerational workers’ in their preferred method of communication using either email or face-to-face in their workplace environment within the education field. This study has one independent variable that has four categories made up of four generations of employees: Baby Boomers, Generation X, Generation Y, and Generation Z. The dependent variable is the employee’s choice to use email or face-to-face methods of communication. Media Richness Theory and Media Synchronicity Theory were used as a framework to define the proper choice of communication media for a given message. The researcher collected 217 online surveys from participants selected using SurveyMonkey Audience. Approximately 25% of the participants were from each generation. For this study, the researcher created an online survey questionnaire. This study was guided by four research questions that participants answered by responding to four preambles that were based on media richness and media synchronicity theories. Preamble 1 presented a message low in urgency. Preamble 2 presented a message high in urgency. Preamble 3 presented a message high in ambiguity. Preamble 4 presented a message low in ambiguity. Participants were asked to read each of the four preambles and choose the communication method they would use for each of the given situations. Due to the COVID19 pandemic that the world was experiencing at the time of this research study, the participants were asked to assume that COVID19 lock down or furlough conditions were not a factor. The analysis for testing each of the four hypotheses was a Pearson’ Chi-Square test. This study found that in the education industry there is no significant differences between generations in the choice to use either email or face-to face communication methods regardless of the message being communicated. The data also shows that regardless of their age, employees are more likely to use email than face-to-face as the method of communication. The researcher suggests that after the COVID19 pandemic is over, that managers may benefit by reevaluating the communication methods used by employees for improving on their ability to communicate with others in the workplace. Previous research on the subject has been mostly qualitative, and there was a lack of knowledge as to whether a difference exists among multigenerational workers’ in their preferred method of communication in the work environment. This quantitative study adds to the body of knowledge in research on multigenerational workforces and their communication preferences. The result of this research study may help managers in their own evaluation of workforce communication behaviors to help increase employee productivity, which may lead to increasing the competitive advantage for their company.

Keywords: absenteeism, co-worker support, human capital, logistic regression, presenteeism, productivity
Abstract: The current business environment includes a significant number of organizations experiencing downsizing, re-engineering, and restructuring. Downsizing, re-engineering, or restructuring are changes resulting from the global economic downturn and the fiscal crisis. These changes are the impetus for the phenomenon termed “presenteeism”. The purpose of this quantitative correlational study was to determine if gender influenced presenteeism and to develop a model of the influence of demographic characteristics on presenteeism, as well as the difference in presenteeism across age groups. Becker’s theory of human capital provided the theoretical foundation for this study. The population included 294 CSRs in the United States. The survey included demographic questions and questions from the SPS-6 survey instrument. The researcher used correlational statistical tests to measure the association between demographic characteristics and presenteeism. The results of the nonparametric testing for mean presenteeism scores across age groups were not significant; therefore, the researcher concluded that there was no difference in mean presenteeism scores across age groups. The second result of nonparametric testing indicated that gender did not predict presenteeism. The third result included a model of subitems in age, relationship, and income that predicted presenteeism.

Keywords: export compliance, dual-use items, export control classification number, cloud computing, technical data, defense articles, International emergency economic powers act, export administration regulations, international traffic in arms regulations, office of foreign assets control, bureau of industry and security, data storage, information technology
Abstract: The problem is the U.S. private organizations’ lack of knowledge regarding how to comply with U.S. export-control laws and regulations, specifically when storing, using, or accessing data placed in the Cloud. Two research questions guided this study and they are: (a) how IT and export-compliance managers and practitioners comply with U.S. export laws and regulations when using Cloud-computing technology services, and (b) how IT and export-compliance managers and practitioners manage ongoing compliance with export laws and regulations when using Cloud-computing technology and services. A single case study research design was selected to focus on understanding and interpreting the experiences of participants and the compliance patterns and practices that are involved in their work. A triangulation method of data sources was employed during the data collection phase, which included one-on-one semi- structured interviews, observation of information technology, and export-compliance managers and employees, as well as company export documents review in a software company in southern California. The results of this single case study identified six unique items and these items were organized by the two research questions. The software company implemented these six items and methods as additional internal compliance requirements other than what U.S. export laws and regulations mandated, therefore, minimizing the potential risk of an export violation.

Keywords: nonexempt employee, outsourcing, perception, phenomenological, transcendental phenomenology
Abstract: A transcendental phenomenological design was employed to examine how outsourcing affects nonexempt employees. Using a semistructured interview approach, 10 nonexempt employees whose jobs were outsourced in the past five years were interviewed. The findings of the study indicated that nonexempt employees feel excluded from the outsourcing decision-making process, become disengaged when notified, and less loyal to the organization when their department, job functions, and coworkers are outsourced. From this study, business leaders may consider the affect of outsourcing decisions on nonexempt employees when making decisions to outsource positions and or job functions. Additionally, this information may be useful when implementing programs or processes.

Keywords: global diversity management, workforce diversity, and inclusive
Abstract: A significant number of research studies about workplace culture, diversity, and inclusion focus on evaluating diversity within organizations. Limited research exists about how diversity and inclusion programs affect women of color from their point of view. The current study explores workplace culture in Department of Defense (DOD) contracting companies (Lockheed Martin, Boeing, Raytheon, General Dynamics, and Northrop Grumman) that provide services to the U.S. Department of Defense. The research question to explore the phenomenon to gain a deeper understanding of the experience is: What is the experience related to workplace culture for women of color working for DOD contractors? A qualitative, exploratory, phenomenological study aided in exploring the conceptual framework of ecosystems theory and organizational culture. Data collection followed by conducting 14 interviews and analyzing data to detect recurring themes. Findings revealed a significant number of women of color described positive experiences related to diversity and inclusion. A majority of women of color viewed defense contracting companies as genuinely committed to creating a diverse and inclusive workplace culture. However, dissenting women of color identified barriers such as lack of mentors, challenges to prove competence, lack of middle-level manager support, and the lack of observable evidence of diversity. Because women of color will increase to 53% of all women in the workforce by the year 2060, DOD contractors would benefit by gaining a deeper insight about the experiences of women of color to improve diversity and inclusion programs.

Keywords: corporate social responsibility, financial performance, HR Utilization, environment, corporate governance, societal
Abstract: This research examined the effects of corporate social responsibility (CSR) on the financial performance of selected firms in Japan. CSR was measured by four dimensions: HR utilization, environment, corporate governance, and societal. Financial performance was measured by profitability, stability, size. Secondary data from the CSR White Paper 2017 published by Toyo Keizai was used in this study. A moderate relationship was found between societal aspects and firm performance. A small relationship was found between both human resource utilization and environment and firm performance.

Keywords: Job satisfaction, gender, age, education, job level, organizational category, managers, supervisors, hourly, automotive workers, two-factor theory, person-environment fit, job characteristics model, three-dimensional model, JSS
Abstract: Abstract: This study examined the differences in job satisfaction based on demographic characteristics of Canadian and American automotive manufacturing workers in North America. Hertzberg’s two-factor theory, Parsons’ person-environment fit theory and Hackman and Oldham’s job characteristics mode, known as the three-dimensional model, provided the theoretical foundation for this study. The researcher used a quasi-experimental comparison research design with random proportional stratified sampling to collect responses (N = 788). The results of this study suggest that job satisfaction are significantly different based on demographic factors of education, job level, organizational category and country were significant and positively, related to overall job satisfaction. The researcher found from the study performed that US automotive companies were more satisfied with their jobs than their Canadian counterparts were. The results of this study could serve as decision-making inputs for future job satisfaction constructs related to job satisfaction by members of the target automotive population.

Keywords: Social Identify Theory, inclusion, diversity, performance, organizational inclusive behavior, Sabharwal
Abstract: This study examined the relationship between inclusion, diversity, and performance in a public-sector organization. While diversity and inclusion are well researched for climate, psychological, and cultural understanding, the direct linkage to performance is not well researched. The theory supporting this study is social identity, which suggests that individuals with enhanced self-esteem within groups may perform at a higher level. The Organizational Inclusive Behavior survey instrument was applied to North Dakota state government employees (N = 231). The instrument showed evidence of reliability, but improvements to dimensional reliability are proposed. Evidence of a moderate positive relationship between both inclusion and diversity, and performance was found.

Keywords: Status Enhancement Perception, Brand Loyalty, and Brand Involvement
Abstract: This study examined the relationship between consumers’ perceptions of status and both brand loyalty and brand involvement among the customers of a female lingerie company
located in Southwestern Canada. Age and income were the moderating variables in the study. Veblen’s (1899) theory of conspicuous consumption provided the theoretical foundation for this study, known more recently as status consumption. The researcher used a non-experimental correlational research design. The researcher collected 190 completed surveys via mall-intercept method on public property near the lingerie store. The results from this study showed there was a strong positive relationship between customers’ perceptions of the status-enhancing character of a female lingerie brand and both brand loyalty and brand involvement. However, this relationship was slightly negatively influenced by both age and income; however, the decrease in influence was not practically significant. The results of this study suggest customers who perceive the lingerie brand as enhancing their status may tend to stay with the brand, and lingerie brand organizations should market their products as status goods. Overall, lingerie marketers should advertise lingerie products with symbolic meaning. Keywords: brands, brand loyalty, attitudinal brand loyalty, behavioral brand loyalty, brand involvement, status consumption, status, conspicuous consumption, and status goods.

Available upon request to program director
Keywords: Consent search, Psychological persuasion, Persuasion method checklist, Racial Profiling Stop Card, Traffic stop, Cognitive Dissonance
Abstract: Law enforcement officers seldom consider the appropriate method to gain valid consent to conduct searches on motorists. Administrative policies do not standardize or address the process of requesting consent. As a result, inconsistent methods frequently lead to the vehicle operator rebuffing a request for consent to search a motor vehicle. The purpose of this quantitative causal-comparative research was to explore the association between employing psychological methods of persuasion and the chances of a law enforcement officer obtaining consent during motor vehicle stops in North Central Illinois. The researcher used theories of advertisement and negotiations as a foundation. The following research questions guided the current study. What association exists between the Seven Psychological Methods of Persuasion, using a single method of persuasion, and law enforcement obtaining consent to search an automobile during motor vehicle stops in North Central Illinois? What association exists between the Seven Psychological Methods of Persuasion, using multiple methods of persuasion, and the granting or refusal of consent to search an automobile by a motor vehicle operator during a traffic stop? The study’s sample population (N=288) consisted of motorists stopped by law enforcement officers for an infraction who then asked for consent to search the motor vehicle. Through analysis of submitted documents and archival videos, this dissertation investigated the process of requesting consent to search a motor vehicle, and, ultimately, the ways that psychological persuasion tactics influenced the granting or refusal of consent to search.

Keywords: creative thinking, critical thinking, service culture, service cues, innovation, autocratic leadership, hierarchal culture, DOD, cognitive influence
Abstract: The purpose of this study was to explore the influence of service culture on the critical and creative thinking performance of members of the U.S. DOD. While the need to increase performance in areas such as innovative, creative, and critical thinking continues to grow, little practical study has been undertaken to assess the influence of service culture on these processes. The study followed a phenomenological methodology to investigate the experiences and perspectives of 22 U.S. DOD employees assigned to organizations headquartered in the National Capital Region of the United States. Detailed narratives provided insight into the phenomenon, and unveiled elements of cognitive influence from the employee’s point of view. The competing values framework, the self-actualization theory, and the three-part theory of critical thinking, frame the research. The findings suggest that the cognitive influence of service culture is pervasive, and several service cues appear to affect critical and creative thinking. Dominant ideologies such as dedication to the mission, the concept that failure is not an option, and strict adherence to hierarchal decision-making evolved as factors influencing the efficacy and frequency of employee critical and creative thinking. The researcher posits that U.S. DOD leaders could use this information to strategically adjust service cues and aspects of internal service culture to improve the performance of their personnel.

Keywords: job satisfaction, telecommuting, MSQ, demographics
Abstract: This project study focused on establishing if predictor variables exist for job satisfaction among telecommuters in the southern Unites States. The problem is a lack of knowledge concerning the relationship between telecommuting, demographic factors, and job satisfaction. The Minnesota Satisfaction Questionnaire (Short Form), a job satisfaction survey, was used to understand the relationship between the predictor variables of age, gender, and frequency of telecommuting and job satisfaction among telecommuters. Using a non-experimental, quantitative, correlational study, the researcher explored whether a relationship exists between the predictor variables and job satisfaction. Results of the study showed that neither the frequency of telecommuting nor the demographic factors of age or gender had any significant effect on job satisfaction as predictor variables. Because of this study, employers should engage in conversation within their organization about establishing or expanding their telecommuting programs for any applicable employees to benefit both the workers and the organization.

Keywords: Nontraditional Occupations, Vehicle Maintenance, Perception Female Leaders
Abstract: Previous research has indicated how female leaders were perceived within church-related organizations; however, no studies could be located that show the difference in perception of female leaders a vehicle maintenance department, where the workforce is considered nontraditional for females. The purpose of this study was to determine whether workgroup proximity explained the differences in the perception of female leaders between remote workgroups and local headquarter workgroups in a vehicle maintenance department. Quantitative causal comparative non-interventional research was conducted using the interpretive theoretical foundation. The study indicated perceptions of female leaders were significantly different for remote-based workgroups when compared to headquarter-based workgroups (n = 15). The primary difference was between the Preventive/Scheduled Maintenance Workgroup and the Planning/Analysis workgroup. Future research is recommended on a larger population that covers multiple locations.

Keywords: goal setting, subconscious goals, goal setting theory, implicit motives
Abstract: This research examines how goal setting can influence employees to achieve daily work/task goals at an adult daycare facility in the Midwestern United States. Before this phenomenological study, there was a lack of data in the literature about goal specificity and how to measure the degree of difficulty present in a given task, hence the need for effective goal setting implementation mechanisms. The research questions sought to identify the experiences of employees related to goal setting, goal achievement, and how goal setting can influence goal achievement in the workplace. The research methodology and design was a qualitative, phenomenological study method by capturing responses to interview questions from 20 employees of an Adult daycare located in the Midwestern United States. The research identified themes such as participation, involvement, time, attitude, and phrases relating to goal setting, while themes of action, commitment, persistence, effort, and training emerged when describing activities related to goal achievement. The themes of strategy and difficulty also emerged when describing how can setting goals affect your success in the workplace. The findings revealed in the research was that it was very problematic in a group to actually individually set goals without clients’ participation. Future research recommendations incorporate a need for further inquests into other factors influencing goal setting.

Keywords: Telehealth, Veterans, Access, Healthcare, Patient Satisfaction Questionnaire, PSQ-18
Abstract: Telehealth technology is a 20th century innovation for delivering healthcare services with tremendous benefits in mitigating barriers to obtaining healthcare for many people, including veterans of the United States military. Researchers have identified healthcare access and indirect cost factors at patient and societal levels as gaps needing further investigation with the use of telehealth technology. However, the existence of significant differences in patient satisfaction experiences between active duty, reserve, and retired military veterans who have used telehealth technology requires further research. The purpose of this non-experimental quantitative causal-comparative research study was to examine the differences in patient satisfaction with telehealth technology experiences of active duty, reserve and retired military personnel. Using the Patient Satisfaction Questionnaire as a data collection instrument (N = 99), significant differences were found in aspects of patient satisfaction between active duty members with 6 or more years of service, reserve duty members with 3 or more years of service, and military personnel still on active duty.

Keywords: Innovation, Profitability, Hispanic business restaurants, Innovation Questionnaire
Abstract: The objective of this study was to examine variables that influence profitability of Hispanic restaurants in the Orlando, Florida region. The theoretical foundation for this study were the theory of economic development and the theory of entreprenuership. The sample consisted of restaurants that had been in business longer than one year, and were owned by people older than 30 years of age (N = 97). The results of this study indicate medium to strong effect size relationships between hours of operation, networking, prior business experience, and years in operation and profitability, as measured by return on assets. However, no evidence was found that innovation influenced profitability. The findings of this study resulted in an addition to the body of knowledge and could serve as a guide for research into innovative strategies in other industries.

Keywords: job satisfaction, Air Force, work environment, reward structure, sequestration
Abstract: The funding restrictions from FY13 sequestration strained the Air Force’s efforts to maintain programs and motivate personnel. The differences in job satisfaction by certain personal characteristics of enlisted Air Force members after FY13 sequestration was not known. The purpose of this study was to assess the job satisfaction of enlisted Air Force members by personal characteristics of gender, age, rank, and length of service. This study employed a non-experimental quantitative single cross-sectional design, using the Job Satisfaction Questionnaire. The independent variables for the current study were age, gender, rank, and length of service. The dependent variable was job satisfaction, which comprised of reward structure and work environment. The study’s sample population were enlisted members from four (4) different Air Force maintenance career fields deployed to Southwest Asia between March 2014 and October 2014 (N = 122). Equity theory was the primary theory that framed this study. Utilitarianism theory was the secondary theory. The results indicated there were no statistically significant differences between job satisfaction of enlisted Air Force members by gender, age, or rank. The study did identify a statistically significant difference between job satisfaction by length of service between 5-9 years and 10-14 years. Further Air Force reductions may result in an incomplete workforce that is too small to meet the demanding operational schedule, and job satisfaction may suffer because the Air Force has no plan for diminished workforce coverage or change in current manpower infrastructure.

Keywords: Learning Organizations, Military, Individual Learning, Team Learning, After Action Review, Leadership, Finance, Performance Outcomes, Dimensions of the Learning Organization Questionnaire
Abstract: The DLOQ-M (Military), an open-ended modified questionnaire version of the Dimensions of the Learning Organization Questionnaire (DLOQ), was used to understand the perception of organizational learning, individual learning, and leadership within a U.S. Army military Civil Affairs community. A non-experimental qualitative phenomenological methodology was used to understand how seven dimensions of the learning organization contributed to organizational learning within the community. Twenty-one volunteers from a military civil affairs community in the Southwestern United States participated in individual interviews. Research questions addressed how individual, team, and organizational learning occurred. Results of the study show that organizational culture and leadership contributed to developing a learning organization. The After Action Review (AAR) was the recurring organizational learning vehicle described by interview participants. Results also highlighted a reliance on IT systems to store, maintain, and disseminate organizational information to unit personnel.

Keywords: Social media, social media marketing
Abstract: Social media marketing has become extremely popular among numerous businesses. However, the link between social media marketing and consumers’ purchasing decisions lack examination in the existing empirical literature. The purpose of this quantitative correlational research was to determine if a relationship existed between Web site behaviors and purchase outcomes for 328 individuals interacting with the Facebook profile of the Luxottica Group. This was to determine if specific consumer behavior on a site effect purchase outcome, or if the various forms of behavior interact with each other indirectly in their effects on purchase behavior. The problem addressed by the study was the difficulty of return on investment (ROI) calculation of Facebook advertising. Utilizing a framework of consumer behavior theories drawn from the marketing literature enabled the development of four research questions. First, to what extent, if any, is there a relationship between time on site and purchase outcome? Second, to what extent, if any, is there a relationship between number of likes and purchase outcome? Third, to what extent, if any, is there a relationship between disclosure of PII and purchase outcome? Fourth, to what extent, if any, is there a relationship between co-authoring frequency and purchase outcome? The findings were that time on site, number of likes; disclosure of PII was a significant predictor of purchase outcome, co-authoring frequency were all significant predictors of purchase outcomes. These findings support the larger theoretical claim that engagement on social media translates into consumer purchases.

Keywords: Employee Engagement, E3©Engagement Instrument, Employee Retention and Burnout, Telecommuting, Telework, and Virtual Workplace
Abstract: Extensive advancements in telecommunications technology and increasing acceptance by global organizations suggest the need for competitive strategies to incorporate telecommuting as a viable employment option. The purpose of this non-experimental, quantitative, correlational study was to identify the relationship between an employee’s length of employment, both at a company and in a position, and employee engagement in a telecommuting environment within the United States. The theoretical foundation for this study was Self-Determination Theory. The sample population included telecommuting employees (N = 171) working fulltime from their home office. The study results reflected a positive correlation exists between the variables and employee engagement in a telecommuting environment. The study results provide insight regarding effects of length of employment, both at a company and in a position, and employee engagement in a telecommuting environment, which serves as a basis for future research.

Keywords: Performance measurement system, EFQM Excellence Model, Key performance indicators, Employee performance, and Service oriented companies.
Abstract: The success of many businesses depends on their performance, making performance measurement crucial for organizations. However, many company leaders cannot decide if their performance measurement tools are effective. The problem explored in this study was a gap in knowledge regarding changes in performance measurement systems that would improve employee performance reviews in a service-oriented company in Atlanta, GA. This qualitative action research study sought to explore how a change in performance measurement would improve employee performance reviews in a service company. The research questions addressed how the service-oriented company used performance measurement. Specifically, what performance indicators the service-oriented company used to measure performance, what performance indicators the service–oriented company should adopt to agree with the EFQM Excellence Model, and how the change to the performance measurement system affected the overall review process. The theoretical framework for this study was the EFQM Excellence Model. The research employed a qualitative action research method using one-on-one semi-structured interviews and observations. This researcher collected data from five managers and five service employees. A qualitative content analysis included the effectiveness of the performance indicators in the measurement system. The EFQM Excellence Model analysis resulted in adding a customer service and employee satisfaction performance indicator, along with a more accurate measurement of performance within the organization.

Keywords corporate social responsibility, ethical theory, human rights, conflict diamonds, Kimberley Process Certification Scheme
Abstract: The problem was a lack of knowledge of the effectiveness of the corporate social responsibility self-regulatory Kimberley Process Certification Scheme (KPCS) warranty concerning the issue of conflict diamonds by U.S. retail jewelers with annual sales of $100 million (N = 35). This research focused on the keywords used by the U.S. retail jewelers in the sample to document their compliance with the KPCS warranty regarding conflict diamonds. In addition, the voluntary compliance with the KPCS warranty by the jewelers in the sample was also evaluated. This research follows a qualitative case study research design. The research used corporate social responsibility and ethical theory as its conceptual framework. The results of the research showed that of the jewelers sampled, 63% complied with the KPCS standard. While nearly two-thirds of the sampled jewelers comply with KPCS standard, the implication is that diamond consumers in the United States cannot be sure if the diamonds they are purchasing are conflict free.

Keywords: servant leadership, job satisfaction, manufacturing, correlation, quantitative
Abstract: An apparent gap in knowledge regarding servant leadership related to employee job satisfaction seems to exist. The non-experimental quantitative correlational study was conducted to address this situation using participants from the manufacturing industry. A sample (n=104) of employees working at various manufacturing businesses in Texas, Florida, and Kansas was used in this study. The focus of the research was on the relationship between servant leadership and employee job satisfaction. To measure servant leadership, Barbuto and Wheeler’s instrument was used. To measure job satisfaction, Spector’s instrument was used. The results indicated positive correlations between servant leadership and employee job satisfaction; however, due to a reduced sample size, the null hypotheses was not rejected to avoid a Type II error. Further research with a larger sample size is warranted to establish a link between the variables within the manufacturing industry within the United States.

Keywords Adaptation, Email overload, Email overload-triggers, Information overload, Loss productivity, Pervasive communication
Abstract: The purpose of the qualitative study was to understand the effect of email-related obligation and stress on job productivity as perceived by managers within a Fortune 500 aerospace defense firm. The research focused on understanding how the effect of email influences the perception of productivity and work tasks by managers within a company. Theoretical foundation for the study is the Modernization Theory of Communication. Twenty-two managers were interviewed in the study. Two themes emerged from this research: obligation and stress. The finding indicated that managers felt an obligation to reply to all incoming email messages regardless of subject, importance, or sender. This obligation extended to replying to all incoming email messages results in time-away from performing daily work tasks. In addition, the constant interruption of incoming and outgoing email messages increase managers’ stress levels The findings of the study indicated managers feel overloaded with the number of e-mail messages received daily. Recommendations for future research include understanding how a manager’s work ethic influences productivity, and how the perceived email-related obligation and stress influences job productivity.

Keywords: Transformational, transactional, passive-avoidant, gender, MLQ5x, Multi-leadership theory (MLT), causal-comparative, southeastern, managers
Abstract: Effective leaders are essential for the success of modern firms. Historically, women have exhibited leadership behaviors focused on relationships that motivate employees to perform at high levels. Yet women occupy fewer leadership positions than men. The purpose of this quantitative, causal-comparative study was to determine whether gender affects the leadership styles of medical and health services managers in the Southeastern United States. Multi-leadership (MLT) theory was the foundation for this study. The research questions that guided this study focused on whether gender affects the transformational, transactional, and passive-avoidant leadership styles of medical and health services managers. The researcher administered the MLQ5x survey to medical and health services managers located in North Carolina, South Carolina, Georgia, Alabama, Mississippi, Tennessee, and Florida. A total of 213 individuals participated in the study. The results indicated that gender affects the transformational leadership style of the managers that participated in the study. However, gender did not affect the transactional and passive avoidant leadership styles of managers. The implications of this study include gender affects the transformational leadership style of managers; managers’ exhibit transformational leadership more often than transactional and passive-avoidant leadership; and women exhibit transformational behaviors more often than men. The results of this study serve as a foundation for future research.

Keywords: Multiple Intelligences, Leadership, Followership, Nurses
Abstract: As baby boomers age, the need for new healthcare leaders will emerge. Hospitals should be diligent to ensure organizational stability and eliminate derailment. Hiring and promoting leaders based on their multiple intelligences aids in securing personnel that embody the organization’s desired attributes. The problem addressed the relationship between leadership roles and demographic variables and the intrinsic multiple intelligences of nurses within the United States. The study population (N= 381) included nurses within the United States obtained through Survey Monkey’s database. The theoretical framework of this study is Howard Gardner’s multiple intelligences theory. The data garnered from this study can facilitate social change by aiding human resources departments in the hiring and promotion process. The results indicated a statistically significant relationship between leadership and five of the seven intelligences: bodily-kinesthetic, interpersonal, intrapersonal, verbal-linguistic, and logical-mathematical. The research also identified a significant relationship between 13 of the 49 demographic variables and the intelligences. More research is needed to further the knowledge relative to the intelligences and the hiring and promotion processes.

Keywords: Healthcare Regulations, General Systems Theory, HIPAA, Phenomenological
Abstract: Prior research concerning government mandated information technology healthcare regulations has been focused on the Health Insurance Portability and Accountability Act (HIPAA). However, these studies did not address the cumulative influence of the numerous regulations healthcare organizations are required to implement and maintain. The purpose of this phenomenological study was to understand the challenges that healthcare organizations face when implementing government regulation programs. The study used general systems theory as the foundation to understand the experiences from the perspective of security personnel in healthcare organizations. The researcher studied IT professionals in Eastern United States organizations (n=6), and identified five themes: difficulty in implementation, the cost of adopting additional policies and procedures, increases in budget and spending, implementation and compliance with HITRUST common security framework, and implementing security best practices to reduce risk. The primary implication of the study is the increased understanding of the influence of these regulations on health care organizations and factors that can improve implementation and ongoing maintenance.

Keywords: First-line supervisor, jail, leadership, organizational commitment
Abstract: The purpose of this quantitative correlational study was to examine if and to what degree a relationship exists between leadership practices of first-line supervisors and the job commitment of deputies at 13 jail county jail facilities located in the Midwestern United States. The researcher analyzed if and to what degree, perceived leadership practices of first-line supervisors influenced deputies’ level of affective, normative, and continuance organizational commitment. The sample consisted of 171 deputies from 13 county jail facilities located in the Midwestern United States. The models for this study were the five practices of exemplary leadership model, and the three-component model of organizational commitment. This researcher collected the data over a 10-day period using two self-administered written survey instruments. This researcher used Spearman’s correlation coefficients to compare the variables. The results of the study indicated weak correlations between affective and normative organizational commitment and all five leadership practices. There were no correlations found between continuance commitment and any of the leadership practices. The findings of this study added to the body of knowledge and could serve as a foundation for future research and leadership training

Keywords: Sustainable Microfinance, Microfinance Delivery, Service Delivery, Uttar Pradesh State, India, MFI
Abstract: Past studies of India’s microfinance industry have provided limited information on the sustainable delivery of microfinance. To bridge this gap in information, the researcher studied manager perceptions on the sustainable delivery process in India’s microfinance industry and study participant recommendations for effective, sustainable delivery of microfinance services. A phenomenological methodology was used to explore the practical behavior, activity, and performance of individuals in microfinance institutions in Uttar Pradesh, India. Fifteen managers in the microfinance industry were interviewed. A summary of themes and results signified the necessity for adequate and timely delivery of microfinance services with low-interest rates to poor Indians for economic empowerment. Moreover, the MFI managers recommended the adoption of legal and technological strategies to reach the poor despite prevailing challenges. The data indicated that sustainable delivery of microfinance services in Uttar Pradesh State require changes in the behavior and practices of microfinance institutions, microfinance institutions’ clients, politicians, government representatives, and policy makers.

Keywords:Emotional Intelligence, Empathy, Effective Leadership, Ethical Behavior, Job Satisfaction, Employee Motivation, Job Performance
Abstract: This research study examines how federal government managers perceive development of emotional intelligence (EI). It is not known how managers in the federal government perceive the development of emotional intelligent skills in the workplace. This research focuses on federal managers’ perceptions of emotional intelligence. The researcher’s conceptual framework interconnected a matrix of concepts derived from previous research studies. The researcher explored participants’ perceptions regarding empathy as a prerequisite of EI, and EI as a prerequisite of effective leadership. Additionally, the researcher explores participants’ perceptions regarding emotional intelligence and effective leadership, ethical behavior, job satisfaction, employee motivation, and job performance. The researcher interviewed 10 federal managers located in the Southwest region of the United States. The results of this study revealed that managers believed empathy is a prerequisite of emotional intelligence, emotional intelligence is a prerequisite of effective leadership, and EI leadership influences job satisfaction, employee motivation, and job performance. A primary element established was EI leaders understand emotions of others. A connection was not established between EI and ethical behavior. The researcher recommends the federal government and other organizations embrace the importance of designing and implementing EI development and training programs. Results of this research implies more EI research is needed in regards to EI and ethical behavior in the workplace. Lastly, the researcher encourages future research regarding EI leadership and the impact at the federal employee level.

Keywords:Ethics, Corporate Social Responsibility, Federal Government, Agency Theory, Deontological Theory
Abstract: This qualitative, phenomenological study explores how employees perceive ethical behaviors, practices, and standards of ethics in a Federal government agency located in the Eastern United States. Ethics is considered one of the leading critical factors in achieving organizational effectiveness and plays a role in shaping the long-term success of any organization. Deontological and agency theory provided foundations for this study. A purposive sample of 20 employees was selected to participate in this study. Face-to-face interviews were conducted to gather insight to answer the research questions. The findings of this study brought forth information that can be useful for leaders to understand the importance of ethics, to help create new policies and/or programs, and prepare employees for the ethical challenges they may encounter in the workplace. Specifically, the findings indicate employees have experienced ethical challenges and there is a need for more ethics-related training. Additionally, the findings indicate the need for management to be more involved with upholding and setting ethical standards and enforcing rules and regulations fairly among all employees. Every agency or organization is different based on the mission and consists of a diverse culture. Hence, the application of ethics varies widely. In view of that, the findings indicate that there is a need for further research to determine the best methods to uphold ethics and governance structures in the workplace.

Keywords: Affective commitment, Continuance commitment, Leader listening dimensions
Abstract: The purpose of this study was to understand to what extent, if any, the perception of leader listening dimensions relates to employee affective and continuance commitment towards the organization. India’s economy has grown rapidly since 1991 and has been among the top 10 world’s countries in terms of economic growth. Organizations will face the challenge of retaining employees or lose them to competitors. There are few empirical studies on the association of leader listening dimensions and affective and continuance commitment. An increase in employee turnover and absenteeism leads to increase in cost and loss of time for the organizations. The two research questions studied in this quantitative study were R1: What relationship, if any, does the perception of the six leader listening dimensions relate to affective employee commitment towards the organization and, R2: What relationship, if any does the perception of six leader listening dimensions relate to continuance employee commitment towards the organization? The methodology used was quantitative in nature. The focus of the sample was a newly established research organization in India. The theoretical framework of the study stems from the fact that efficient leadership increases commitment, which would add to the field of human resource development. The researcher conducted an online survey of 62 employees from the organization. The research design adopted was a non-experimental cross sectional quantitative study. The results were interpreted using SPSS software. The correlation and multiple regression analysis calculated the significance level between the six independent listening variables and commitment. The results enable organizations and researchers understand the implications of listening dimensions on commitment. This would enable them have more committed employees within the organization

Keywords: Police; Competency-based Management; Recruiting; Applicants  
Abstract: The purpose of this study was to examine and understand the current practices of police recruiters across Canada as they relate to the selection and hiring of entry-level police officers. Police executives have not fully committed to a new competency-based standard in the recruiting process. Without a clear understanding of the expected competency standards, applicants cannot make rational decisions in relation to their education and application preparation choices, and police organizations may not be hiring the best recruits. The data for this research project were collected through a survey of Canadian police services (N=145), ranging in size from less than 50 to over 1,000 officers. Police service recruiters identified post-secondary education as the preferred entry-level education for police recruits. It appears that Canadian police services have reached a level of maturity regarding the adaptation and integration of competency-based performance management into the recruiting and selection process, as well as the ongoing performance management of existing officers. Notwithstanding, there are gaps in the selection process and in a consistent, valid approach to competency assessment of police applicants which impacts organizational efficacy. A disconnect exists between the minimum legislated educational requirements and the realities of what is happening in police organizations. Recommendations in this study identify gaps and offer potential solutions that contribute to the growth of Canadian policing.

Keywords: Employer-Sponsored Insurance, Affordable Care Act, Affordable Care Act
Abstract: President Barrack Obama signed the Affordable Care Act (ACA) into law in March 2010, to expand health coverage to millions of uninsured Americans. Coverage to the low-income Americans through federal subsidies is feasible because majority of Americans get health coverage through the Employer-Sponsored Insurance (ESI). If the employees already enrolled with the ESI migrate to the ACA marketplace and avail premium subsidies just as the individuals, who have no access to the ESI, the viability of the ESI will be questionable and the ACA will fail to achieve the goal. The researcher conducted a survey of 203 front-line retail executives in the Southern United States to see if and to what degree migration of the retail employees would occur in the Southern United States. The current study sample data did not support migration of the employees from the ESI to the ACA marketplace. In the current study, Age, Ethnicity, and annual household income of the employees are somewhat likely to influence the decision of the employees to migrate from the ESI to the ACA marketplace. None of the variables were however a factor in overall modeling of relationship among the variables. Majority of the employees in the present research study continue to value the employment-based health coverage and do not have however a clear understanding of the act.

Keywords: Psychological capital, job satisfaction, organizational commitment, Saudi Arabia, oil and gas industries.
Abstract: Saudi Arabia is a developing country located in the Middle East. The country is known to have the largest oil reserves in the world. During the past decade, the country experienced a significant social, economic, and organizational change as a result of substantial domestic and foreign investment. The rapid economic growth created a need for seasoned management professionals and necessitated the development of human capital. Psychological capital, a newly developed construct by academics and practitioners, is defined as the extent to which an individual operates in a positive psychological state, and this state is characterized by high self-efficacy, optimism, hope, and resiliency. By measuring the positive psychological constructs, an organization can learn about employees’ positive psychological states and how training and support can promote positive psychological states. Improving the positive psychological capital can lead to a better organizational commitment, favorable organizational citizenship behaviors, lower employee absenteeism, and higher job satisfaction. This quantitative study examined the relationship among psychological capital, job satisfaction, and organizational commitment through a sample of managers in the Saudi Arabian oil and petrochemical industries.

Keywords: Green Marketing, Green Consumer, Green Products, and Consumer Buying Behavior
Abstract: It was not known if and to what extent a relationship existed between green marketing and consumer behavior as it related to age, gender, income, and education level in the United States. The purpose of the quantitative correlational study was to determine if and to what extent a relationship exists between green marketing and consumer behavior as it related to age, gender, income, and education level in the United States. The following research questions guided this study. What relationship, if any, exists between green marketing and consumer behavior as it relates to gender? What relationship, if any, exists between green marketing and consumer behavior as it relates to age? What relationship, if any, exists between green marketing and consumer behavior as it relates to income? What relationship, if any, exists between green marketing and consumer behavior as it relates to education level? The study’s sample population consisted of 5,000 random consumers residing throughout the United States. Consumers with minimum age of 18 years were qualified to complete the survey. The first set of 384 complete and full responses were considered for the purposes of this study. The data collection occurred over a period of two weeks using a self-administered internet-based electronic survey. The results of the study indicated a positive correlation between being male to green purchasing behavior, higher age to more green purchasing behavior, more income to more green purchasing, and higher education to more green purchasing behavior. The findings of this study adds to the body of knowledge pertaining to green marketing and consumer behavior as it relates to gender, age, income, and education level.

Keywords: Keywords: Mentoring; Kram’s mentoring theory; liberal feminist theory, Entrepreneurial
mentoring experiences; Policies; UK; Eastern UK; Women entrepreneurs
Abstract: This research study is about the experiences of women entrepreneurs in the eastern United Kingdom (UK), and their use of mentoring as an interventional tool for fostering women entrepreneurial successes. Women businesses, while laudably increasing globally and in the UK, remains hugely disadvantaged, more likely to shutter than male owned businesses. Such trends are due to the historical nature of women social and business disparities, fears regarding lack of business skills and competences, and failure. Mentoring has been adduced as one valuable interventional tool to change the tide. As a result, to thoroughly understand he nature of this phenomenon, especially the positive valence of mentoring as an interventional tool for improving the situation, this study used the phenomenological methodological paradigm to in depth assess the experiences of sampled women entrepreneurs in the eastern UK, who applied mentoring to their business ventures. The study validates
some of the previous scholarship on mentoring, relative to entrepreneurs, and women, highlight the immense potentials of mentoring for fostering women competitive business advantages. The research is theoretically grounded upon mentoring theory as privileged by Kram (1985), and the perspectives framed by liberal feminist theorists highlighting the
historical nature of women social and business disadvantages, and the need to transcend these barriers. The findings of this study determined that women who applied mentoring tended to excel in their businesses reflect the crucial role of public policy in fostering such differences. The UK government and private agencies are investing in mentoring for women businesses.This, implies as advocated by the liberal feminist theorists that policies leading to fair playing fields ensure differences. This study recommend policies and programs that focuses upon acclaimed research-based valuable tools in engendering social transformation for all.

Keywords: LinkedIn, Social Networking Sites, Military veteran employment, Strength of Weak Ties Theory.
Abstract: The United States military veteran population historically ranks higher in unemployment rates than their civilian counterparts have in similar demographic categories. The use of professional social networking sites (SNS), such as LinkedIn.com, offer a new medium for job information diffusion among veterans actively or passively seeking new employment. Very little literature existed concerning veteran utilization of SNS to gain job information, or if any relationship existed to their egocentric network alters. In the present study, the researcher’s quantitative correlation research indicated the statistical correlation between LinkedIn connection quantity and tie strength to determine the relationship that existed with having acquired information about possible employment opportunities via LinkedIn.com. The sample population consisted of U.S. Navy Veterans and Active Duty Sailors within 12 months of separation or retirement from active duty. The researcher’s analysis of 393 U.S. Navy Veterans’ or transitioning Sailors’ responses to an online survey yielded a weak to moderate positive relationship between the absolute number of LinkedIn connections and absolute number of LinkedIn weak connections. The researcher examined independent variables of age, gender, education level, and military rank to determine if these were contributing factors to having received job information via LinkedIn.

Keywords: Technical efficiency; Deregulation; Electricity market; Data envelopment analysis; Eastern Caribbean; Electricity generation
Abstract: This study determined the potential efficiency gains of an Eastern Caribbean Wholesale Electricity Generation Market. It used a quantitative approach for its methodology and a descriptive design. It also employed a non-behavioral observational research strategy and used record analysis to collect the data. Secondary data were collected by means of a data collection and recording form sent to the management of the various utilities, from websites, and other publications. The data were analyzed using data envelopment analysis (DEA) and the discounted least cost method. DEA found that the implementation of such a market, involving the 22 utilities in appendix B, could potentially result in between $12.0 billion and $41.0 billion in efficiency gains. The discounted least cost model found that this could potentially result in efficiency gains between $77.9 billion and $199.1 billion. Recommendations for future research include including all of the utilities in the Eastern Caribbean, adding Monte Carlo analysis, taking into account market power, using hourly load blocks and follow-up studies to determine how the efficiency gains will be shared among the stakeholders, the cost to establish an Eastern Caribbean Wholesale Electricity Generation Market, and the PESTEL challenges. Recommendations for practice include the use of DEA to determine monetary values of efficiency gains in future studies, the use of the discounted least cost method to determine potential efficiency gains in electricity markets instead of DEA, and that values between $77.9 billion and $199.1 billion be used as the benefits part of any cost benefit analysis.

Keywords: Telecommuting, Leader behavior, Consideration, Initiating Structure, employee engagement, Leader Behavior Description Questionnaire (LBDQ) instrument, E3® Engagement Instrument
Abstract: It was not known if a relationship exists between leadership behaviors and employee engagement within a telecommuting environment. With the advancements in the area of technology and the positive outcomes associated with telecommuting, more organizations could incorporate telecommuting as a work environment option, making it beneficial to understand the leadership behaviors necessary to improve employee engagement within the telecommuting environment. The purpose of this quantitative correlational study was to determine if a relationship exists between leadership behavior and employee engagement within the telecommuting environment. The theoretical foundation for this study was self-determination theory. The following research questions guided this study: What is the correlation between consideration leadership behavior and employee engagement among telecommuters? What is the correlation between initiating structure leadership behavior and employee engagement among telecommuters? The study’s sample population consisted of telecommuting employees (N = 120) who worked fulltime from their homes. The data collection occurred over a period of one week using a self-administered internet-based survey. The results of the study indicated that a strong, positive correlation existed between both consideration and initiating structure leadership behavior and employee engagement among telecommuting employees. The findings of this study resulted in an addition to the body of knowledge and could serve as a foundation for future research regarding this relationship within the telecommuting environment.

Keywords: Food Industry, Profitability, Productivity and Concentrated Economy.
Abstract: A grounded theory research is of significant value when examining in depth the key factors impacting profitability in the food industry. Five Israeli food companies, which are different in age, size and their business models, were selected to optimally serve the purposes of the study. The selected methodology included a grounded theory approach, a purposeful sampling involving 51 executives from the five abovementioned companies and two interview formats: An open-ended interview for the five CEOs and a structured interview adopted from Preziosi's (1980) Organizational Diagnosis Questionnaire for the remaining managers. This study revealed additional and well-grounded insights into the decreasing profitability of the food companies under investigation from 2010 to 2013. The findings are on the whole in agreement with the reviewed literature. However, a number of significant inconsistencies were also identified. On the theoretical level, the researcher recommends further investigation of additional Israeli and global food companies in order to increase the external validity of the results. On the practical level, the researcher recommends for government and industrial institutions to increase the viability of companies within the food industry by addressing the high level of concentration and diminishing its effect, especially concerning the SME. This research has enriched the current body of knowledge regarding the struggle for profitability of food companies by outlining nine key categories perceived to be the predominant causes of the decreasing profitability issue. This study is therefore of significant value to the current theoretical literature regarding both the Israeli and the global food industry.

Keywords: Central Valley California Region, Electronic Health Record, and Diffusion of Innovation theory.
Abstract: Most prior research concerning electronic health record adoption was conducted in many parts of the United States, including New York, Massachusetts, California, Texas, Washington, and the country in an aggregate. However, none of the research studies was focused on the Central Valley California Region. Little attention has been paid to the challenges for ambulatory physician practices in implementing such a complex system. This is significant because these practices serve a large proportion of the population and failure to address this issue could lead to an increase in the disparity in access to healthcare. The purpose of this study was to examine the challenges faced by these small physician practices in the Central Valley California Region in implementing the electronic health record. The research question sought to understand these challenges in order to encourage implementation of the electronic health record. A qualitative, non-experimental, exploratory, single-case study was conducted using the conceptual framework of diffusion of innovation theory Data were collected by conducting interviews. Data were analyzed for commonalities and grouped into themes. Findings were eight common themes that emerged as the challenges encountered by ambulatory care practitioners in the Central Valley California Region during implementation of an electronic health record system. As more small physician practices integrate into the electronic health record system, the implications for social change are that the quality of healthcare may increase.
Keywords: Central Valley California Region, Electronic Health Record, and Diffusion of Innovation theory

Keywords: Federal contract management, contract specialist, contract professional, contracting professional, human resource development, organizational results, federal contracting, training, workforce development
Abstract: This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract Management Association to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories – Kirkpatrick’s hierarchy and contingency theory. The data were evaluated against each of these theories.

Keywords: Keywords: Alcohol, cost impact, utilization metrics, productivity measures
Abstract: Context: One out of every thirteen adults has a serious problem with alcohol. More than half of all American adults have a close family member who is alcohol dependent or has a history of alcoholism. Limited evidence exists on cost and utilization metrics and the impact alcohol has on an individual’s work force productivity level.
Objective: To examine the effectiveness of alcohol disease management programs on individuals who have an alcohol misuse disorder.

Keywords: Hofstede, Culture difference, Personality, Outsourcing, Work values, Organizational structures
Abstract: In an effort to improve profit margins organizations within the United States have looked at outsourcing as a necessary business strategy. India has become a country of choice due to its low labor costs and strong technical expertise. However, outsourcing to India has been plagued with cultural differences and compatibility issues. In order to expand successfully, organizations within the United States must understand and be sensitive to these cultural differences. The purpose of this research study was to quantitatively evaluate the inter-relational aspects of personality, using the five-factor model, and work-related values, using Hofstede’s cultural dimensions for both the United States and India by utilizing online research panels. The results of the study showed considerable differences in all five cultural dimensions as compared to Hofstede’s 1980 research. Research indicated that there has been a shift in work-related values and presented some insight toward issues that arise in outsourcing agreements