The high rate of employee turnover in the staffing industry is costly and impedes sustainability of employment agencies. The focus of this qualitative single case study explored strategies that 10 human resource managers (HRMs) and 5 HR directors used to retain recruiting staff at one regional recruiting agency in the southeastern region of the United States. The target population and research site were selected because of prior success in employee retention strategies. The conceptual framework grounding this study was sustainability theory. Methodological triangulation was achieved with semistructured interviews and focus group data. Data were thematically analyzed using Atlas.ti7, and all interpretations from the data were member checked to ensure the trustworthiness of findings. Emergent themes from the analysis revealed that these HRMs and HR directors increased employee job training, improved transparency in strategic planning and business practices, and enhanced communication of their employees' roles and responsibilites. The application of the findings may contribute to social change by providing HRMs and directors with insights that could improve employee retention and organizational sustainability. Stakeholders may benefit from an increased understanding of employee retention strategies and potentially reduce employee turnover for the local community.

Poverty alleviation in Buea, Cameroon, has been a problem of concern for decades. The study is vital because managers who control the funds given to the government of Cameroon to help reduce poverty are politicians and do not equitably distribute the funds to all on the pretext that the default rate is high. The purpose of this study was to find better ways to make additional capital available to the microbusiness owners of Buea to open or improve businesses. This qualitative case study design was consistent with the aim of understanding the importance of risk management within the microfinance industry and the risks involved in getting loans and paying them back. The key research question concerned how the microbusiness owners of Buea can obtain additional capital to open new businesses or improve existing businesses. The conceptual framework for this study was Rostow's theory of modernization. Twenty purposively sampled loan officers, bank managers, government officials, and microbusiness owners in Buea were interviewed. Six participants from the population also participated in a focus group. Study findings suggest it is possible for microbusiness owners in Buea to get microloans and start or improve businesses with the use of land titles as collateral or family members as cosigners. The government of Cameroon could improve the financial stability of microbusinesses by facilitating the issuance of land titles or certificates, which are acceptable forms of collateral. This study may contribute to positive social change by improving the financial stability of microbusinesses in Cameroon, and possibly in other socially similar countries.

Stockholders invest billions of dollars in the purchase of new corporate coffee stock while producers of these commodities exist in poverty of developing nations. Corporate managers may miss the opportunities for offering humanitarian aid if potential stockholders do not know of corporate social change initiatives. Little research in the influence of socially conscious initiatives exists in the coffee sector and none concentrating on socially conscious initiative announcements. If a relationship exists between socially conscious initiative announcements and stock investments, then managers could justify funding social change initiatives. This quantitative study used a 5 day pre and post event study methodology including t tests, ANOVAs, and regressions examining five companies with 138 individual announcements from 5 coffee companies between 2011 and 2015. The independent variables were socially conscious initiative announcements regarding separate initiatives in the Wall Street Journal and differing socially conscious initiatives in the Washington Post. The dependent variables were abnormal changes in the Standard and Poor coffee corporate closing prices. This study used the Weighted Average Cost of Capital, the Capital Asset Pricing Model, and the Fama-French 3 Factors Model to demonstrate abnormal positive stock abnormalities. resulting in statistically significant positive findings pre and post publication in the five companies examined. Further research could use different time periods or media outlets. Similar findings could support advantages for investors and managers for aiding struggling coffee producers enticing other corporations to follow suit leading to beneficial worldwide social good development.

Employee engagement is the main topic of discussion among researchers and managers for over 24 years. Managing employee engagement is critical to the success of an organization, but 85% of manager's struggle with engaging employees. The purpose of this single case study was to explore employee engagement strategies that credit union managers use to increase productivity and organizational effectiveness. Expectancy theory was used to explore employee engagement, performance, and motivation of people in the workplace. Data were collected using semistructured interviews and observations with 6 credit union managers and company documents using thematic coding. Analysis of the data revealed that, among these credit union managers, effective communication, training and coaching, and rewards and recognition are management strategies required to improve employee engagement, productivity and organizational effectiveness. These findings may provide credit union managers with guidelines to measure and evaluate the effectiveness of engagement strategies to fit the culture of the credit union. The results of this study may provide credit union managers with guidelines on the causes of disengagement and how employee engagement could be improved within the organization. Researchers may consider conducting a multiple case study that include other credit unions within Louisiana to understand the similarities and differences between strategies used to engage employees. The results of this study may impact positive social change by improving the competitive environment of the credit union industry through engagement within community and society.

The annual budget process is a primary financial control mechanism over community resources. However, in New Hampshire, some business school leaders do not have effective strategies for proper budget creation and execution. Using agency theory to frame this study, the purpose of this explanatory case study was to explore strategies for proper budget creation and execution in local school administrative units (SAUs) in New Hampshire. The targeted population was comprised of New Hampshire SAU business administrators who had operational responsibility for the administration of the yearly public budgets in each school district. Data were collected from SAU document review and semi structured interviews of seven SAU business administrators. Through a data extraction process, 6 themes emerged, which included appropriate accounting controls, risk management, enhancing the procedures, usefulness of fund balance information, use of governmental standards to develop more decision-making information, and improved operation procedures. The implications for positive social change may include the potential to establish accounting controls in the SAUs to complete balanced budgets. The results of the study indicate the potential impact of property tax revenue collected from the citizens of New Hampshire to balance local SAU school budgets.

Community bank managers are struggling with the implementation of the many new regulations promulgated over the past several years. The purpose of this qualitative multiple case study was to explore strategies community bank managers in Pennsylvania use to implement new financial regulations. The population of interest included all community banks in Pennsylvania. For purposes of this study, a community bank was defined in terms of an asset size less than $500 million. Two community banks in Pennsylvania were selected, and 3 participants at each bank were interviewed. The participants included the chief executive officer, the compliance manager, and a mortgage lender. The transcribed interviews were analyzed using keyword frequency comparisons and cluster analysis. Member checking and triangulation of interview data and public company data (e.g., press releases) were employed to ensure trustworthy interpretation of data. Four major themes were identified, including leadership, training, collaboration, and organizational structure. Systems theory was the conceptual framework that guided this multiple case study. The board of directors, senior managers, and compliance managers can apply the recommendations to improve the approach to regulatory implementation in their organizations. The implication for positive social change includes the potential to sustain or increase the availability of loans to small businesses in the United States.

Retail industry leaders seek effective strategies to improve employee motivation to increase levels of workforce productivity. The purpose of this single case study was to explore the strategies successful retail industry leaders used to motivate their employees to achieve higher levels of workforce productivity. The conceptual framework for the study was Vroom's expectancy theory of motivation. The research participants consisted of 2 retail store managers from the same retail store located in southeastern mid-Atlantic region of the United States who successfully motivated their employees. Data collection consisted of semistructured interviews, direct observation, and review of company documents. Data analysis included theme interpretation and data grouping, as well as transcript reviews, and verified the emerging themes from the interview data. The 3 main themes developed from data analysis were workplace motivation, leading by example, and performance. Retail industry leaders might use the findings of this study to provide managers with strategies to motivate their staff. The implication of this study for social change is that retail leaders might apply strategies that engage employees in their jobs while maximizing the sustainability of the organization.

The lack of effective demand forecasting strategies can result in imprecise inventory replenishment, inventory overstock, and unused inventory. The purpose of this single case study was to explore successful demand forecasting strategies that leaders of a small, retail, medical supply business used to increase profitability. The conceptual framework for this study was Winters's forecasting demand approach. Data were collected from semistructured, face-to-face interviews with 8 business leaders of a private, small, retail, medical supply business in the southeastern United States and the review of company artifacts. Yin's 5-step qualitative data analysis process of compiling, disassembling, reassembling, interpreting, and concluding was applied. Key themes that emerged from data analysis included understanding sales trends, inventory management with pricing, and seasonality. The findings of this study might contribute to positive social change by encouraging leaders of medical supply businesses to apply demand forecasting strategies that may lead to benefits for medically underserved citizens in need of accessible and abundant medical supplies.

I find evidence to support the negative impact of growth options on corporate social responsibility (CSR). I propose that attention-constrained managers reduce corporate goodness to focus on growth opportunities. The effect is more pronounced for well-governed firms, for financially-constrained firms, and for capital-intensive social dimensions. Firms reduce their research and development (R&D) and capital expenditures, and experience lower annual buy-and-hold abnormal returns (BHAR) subsequent to significant increases in their social performance. I also report value implications of CSR investments. The empirical evidence suggests that managerial choices to divert attention from growth projects toward CSR hurt shareholders.

This paper investigates whether CEO supplemental executive retirement plans (SERPs) are associated with firm risk. Sundaram and Yermack (2007) show that CEOs manage their firms more conservatively as their debt incentives increase. Using new executive compensation disclosures mandated by the SEC, I find a negative association between CEO SERPs and firm risk but only for unsheltered SERPs. I find that when a CEO SERP is protected by a lump sum payment or by a trust (i.e. sheltered), the negative association between SERPs and firm risk is greatly diminished and even eliminated in some models. Furthermore, I show that having a greater proportion of outside CEOs on a compensation committee when a new CEO is hired is associated with a higher likelihood of the new CEO having a SERP. These findings have implications for the method in which executives are compensated with retirement pay and address the SEC’s growing concern about the link between compensation and firm risk management practices.