<p> Nonprofit Human service assistants provide much of the direct care for the most vulnerable and disenfranchised populations (Annie E. Casey Foundation, 2003; Cleary et al., 2006.) Their high turnover rates compromise service quality and increase nonprofit costs (Annie E. Casey Foundation, 2003; Baumeister &amp; Zaharia, 1987; Durlak &amp; Roth, 1983; Mor Barak, Nissly, &amp; Levin, 2001; Rutowski, Guiler, &amp; Schimmel, 2009). To ensure client services are effective, nonprofit leaders need to identify strategies to enhance human service assistant&rsquo;s organizational commitment. This qualitative study explored how human service assistants perceived their organizational commitment and the experiences that impacted their organizational commitment. From the interviews with 21 human service assistants, a grounded theory emerged illustrating the factors that foster organizational commitment. Human service assistants arrived at their agency with experiences, characteristics, and/or personal circumstances that may have influenced their commitment. Once employed, the nonprofit environment provided experiences that fostered organizational commitment. The culmination of these experiences resulted in participants feeling valued by the organization or <i>I matter.</i> Feeling they mattered was the core condition for organizational commitment.</p>

<p> In the workplace, counter productive work behaviors (CWBs) are strongly discouraged. Vardi and Weitz (2004) concluded that counter productive work behaviors are a fairly common occurrence and cost businesses billions of dollars each year. Many of these CWBs are perpetrated by angry or disgruntled employees. When angry employees are identified they can be helped with coping strategies to productively manage their anger, as opposed to engaging in CWBs (Hargrave, Hiatt, Dannenbaum, &amp; Shaffer, 2008). This paper seeks to better equip professionals and researchers with tools to identify these at risk employees. Specifically the Anger Parameters Scales (APS) and the Anger Expressions Scale (AES) have been examined in a workplace sample for the first time. Additionally this study has examined the use of more readily available demographic information to predict at risk persons. The expected factors of the measures in question did not emerge as predicted by the AES. The factor structure of the APS was partially validated as four of the five scales loaded well enough for further analysis. None of these scales could be captured by more available demographic variables. This study also gathered normative data on anger elicitors by means of coding narratives of participants who were asked to describe a typical anger provoking situation.</p>

<p> The purpose of this study was to clarify the effect that anxiety has on performance in an assessment center. The relationships between participant self-reported anticipated anxiety and assessment center performance was assessed, in addition to analyzing if assessors can perceive participant anxiety, and what effect this may have on overall performance scores. The study used the data of 378 undergraduate students who participated in an assessment center as a course requirement. Prior to the assessment center, participants completed a measure of self-reported anticipated anxiety towards the upcoming assessment center, as well as several demographic questions. While the anticipated curvilinear relationship between participant self-reported anticipated anxiety and performance was not found, a significant negative, linear relationship emerged, indicating that as participants&rsquo; reported higher levels of anxiety, overall performance in the assessment center was lower. Another significant finding indicated that assessors were able to perceive participants&rsquo; anxiety and rated them lower on overall performance when anxiety was perceived. Additional findings are also discussed.</p><p>

<p> <b>Purpose.</b> The purpose of this qualitative multicase study was to examine how the leadership behaviors of California school superintendents influence the implementation of educational reform initiatives in the districts they serve. </p><p> <b>Methods.</b> The conceptual framework of this study centers on the interrelationship between the role of the superintendent, models of educational leadership, and the context of educational reforms. The constructs will link the elements of the research process and the influence of educational reforms on the behaviors of superintendents. The conceptual framework used Fullan and Quinn&rsquo;s (2016) coherence framework as a lens to examine the constructs and to determine whether superintendents are applying proven transformational and instructional leadership behaviors. </p><p> <b>Methodology.</b> A multicase qualitative study was used to explore how leadership behaviors of 7 superintendents influence educational reform in public school districts. The study was not bound by site or district; it investigated a contemporary phenomenon in depth and within a real-world context (Yin, 2014). Purposeful sampling was used to recruit acting superintendents in the Los Angeles and Orange County regions. The sampling criteria were (a) the superintendents served for a minimum of 3 years, (b) in a public school district, and (c) were referrals from trusted superintendent colleagues. Seven superintendents agreed to participate. </p><p> <b>Findings.</b> Examination of the qualitative data from the 7 interviews indicated superintendents&rsquo; leadership behaviors have influence in the implementation of educational reforms. To develop whole-system reform, superintendents must build a system for continuous improvement. Answers to 6 interview questions were carefully analyzed to provide an understanding of how superintendent leadership behaviors are influencing whole-system improvement. </p><p> <b>Conclusions and Recommendations.</b> The findings of this study were consistent with the coherence framework (Fullan &amp; Quinn, 2016), which specifically identified 4 integrated components (focusing direction, cultivating a collaborative culture, deepening learning, and securing accountability) for sustainable whole-system reform. It was concluded superintendents build coherence for reform by simultaneously implementing the 4 components. The data revealed educational reform requires leaders to think holistically about the framework. While district leadership is key to influencing the outcome of whole-system change, a culture of continuous improvement is achieved with coherency and collaboration at all levels.</p><p>

<p> <b>Purpose:</b> The purpose of this qualitative case study was to identify strategies related to the successful implementation of restorative justice practices and to uncover the extent to which the strategies decreased off-campus suspension rates and office discipline referrals in five public schools in the San Bernardino City Unified School District. </p><p> <b>Methodology:</b> In this qualitative case study, 10 research participants who were involved in the first three years of implementation of restorative justice practices at their school sites were interviewed. Face-to-face interviews utilizing open-ended questions were used to answer the research questions. </p><p> <b>Findings:</b> The data identified four major findings related to the implementation of restorative justice practices: (1) 100% of research participants indicated that having restorative conversations with students was a vital strategy that greatly contributed to lowering office discipline referrals and off-campus suspensions; (2) 90% of research participants stated that having district-provided professional development and support was necessary for effective implementation of restorative practices; (3) when comparing the suspension data for the five schools and the district, 80% of schools had significant decreases in the total number of suspensions; and (4) 80% of research participants indicated that adequate time to prepare for and implement restorative justice practices was a significant factor to consider when looking at implementing restorative practices. </p><p> <b>Conclusions:</b> Implementation of restorative justice practices can take many different forms. The data presented in this research study agreed with information found in the literature regarding implementation of restorative practices. Having an established restorative justice team, providing training on restorative practices, and assigning someone to support implementation were key components of effective implementation. </p><p> <b>Recommendations:</b> While the study brought to the surface several findings consistent with current literature, other areas in need of further research were identified. First, this study could be replicated on high school campuses to see the impact restorative practices may have on lowering suspension rates. Second, research could be conducted on district-level restorative practices like Youth Court. Third, principals&rsquo; perceptions regarding the effectiveness of restorative practices could be studied.</p><p>

<p> This dissertation explores the initial formation process of bands of General Business (GB) musicians. GB musicians are professional instrumentalists and vocalists with a substantial repertoire of popular songs spanning various time periods, genres and styles, whose primary work includes weddings, banquets, corporate events, and other forms of function work. This exploratory, qualitative study observed and recorded the rehearsals or showcase of four GB bands within the first four months of existence, and the 25 band members were interviewed. Data was analyzed using thematic analysis. Analysis of the observational data revealed three emergent themes, and analysis of the interview data revealed six emergent themes. All emergent themes relate to being a GB musician, leadership, norms, comfort, interdependence, expectations, and anxiety. Further analysis revealed four key findings. The first key finding indicates that during initial formation, GB band members enjoy their work, are invested in the success of their GB band, and become more comfortable in sharing their ideas with members of their GB band the more they play together. The second key finding showed that during initial GB band formation, members expect to be paid well, but members discuss not being paid well during initial GB band formation since the focus is on members being able to work effectively together. Third, participants perceive the formal GB band leadership as the initiators of directing behaviors and defining norms during initial formation. The fourth and final key finding suggests that members perceive two different types of norms within their GB band during initial formation, which include band-specific ways of working together, as well as rules of GB band etiquette that apply to being a part of a GB band in general.</p><p>

<p> What guides the decision-making process of individuals has been the focus of psychologists, theologians, and scientists since the beginning of time. Understanding the processes surrounding decision theories is critical in the development of products and services destined for a target audience. Without proper application of decision theory throughout the design and development phases of a delivery, the chances of failure in achieving adoption could represent a significant loss of time, material, and resources. The purpose of this research study was to investigate three factors potentially influencing adoption and implementation of server virtualization technologies in small businesses with fewer than 100 employees within the New York State area, through the utilization of cross-sectional and univariate statistical techniques focused on server virtualization technology adoption. The three factors, (a) virtualization solution costs, (b) Solution reliability, and (c) Solution training requirements, are evaluated for the impact on initial user need (UN) as identified within the Lazy User Theory in Solution Selection (LUTSS) serving as the basis in virtualization adoption. There have been several decision theories developed in an attempt to understand the acceptance pattern and explain why others fail spectacularly. The study to determine LUTSS fit was correlational and non-experimental in a design relying on a one-time, self-administered survey instrument. The adoption theory analysis in virtualization technology adoption was not consistent, based on perception characteristics of training as the solution set selection motivator. Identification of compliance with six of the research questions, and corresponding null hypotheses presented within the theoretical and conceptual frameworks, was used as a key indicator. Future research should evaluate if other variables may influence user need and user state, with the objective of furthering the development of a theory extending the Lazy User Theory of Solution Selection.</p><p>

<p> Millennials are rapidly taking leadership positions, but few research studies have focused on Millennials in leadership roles, particularly focused on the shaping of their leadership styles existed. Therefore, this study filled a void in both generational and leadership theories. The purpose of this qualitative, phenomenological study was to explore how Millennials, as leaders in a Florida financial services corporation, described, and reflected on the workplace experiences that helped shape their leadership style. A purposive sampling of nine millennial participants in leadership roles, answered two research questions: How do Millennials describe the workplace experiences that may have their current leadership style? and how do Millennials interpret the workplace experiences that may have shaped their current leadership style? Two semistructured interviews captured data from each of the nine participants resulting in 18 transcripts. The hermeneutic circle was used to analyze data through a holistic reading, a selective reading, and a detailed line-by-line reading while making reflective notes on the transcript. Themes consisted of development, feedback, mentoring, and learning to answer question one and the reciprocal themes, developing others, giving feedback, mentoring others, and instilling learning answered question two. Additionally, findings consisted of strong servant leadership characteristics, and three traits that were important to them as leaders; honesty, openness, and transparency. Although generalizations in this type of study are not possible, additional studies around millennial leaders and the shaping of their leadership styles are warranted. </p><p>

<p> Church financial leaders were affected by the economic crisis after the 2008 recession. In a 2009 group study conducted nationwide with church financial leaders, 57% stated that the economy had a negative effect on their church budgets. The purpose of this qualitative multiple case study was to explore successful strategies that some church financial leaders used to ensure financial sustainability during economic crises. Resource dependence theory was the conceptual framework. Data were collected from 6 church financial leaders at 4 churches in the northeastern region in the United States; church financial leaders were selected through purposeful sampling to participate in semistructured interviews. Data were also collected from church documents, such as financial records and budget statements. These data were analyzed to identify emerging themes using Yin&rsquo;s 5-phase process: compiling, disassembling, reassembling (and arraying), interpreting, and concluding. The 3 themes that emerged from the data analysis were (a) provide strategies to acquire external resources, (b) specify plans to establish internal strategic factors, and (c) provide strategies to improve financial and strategic management. Findings and recommendations of the study could contribute to positive social change by providing church financial leaders with successful strategies to ensure financial sustainability during economic crises and by increasing church revenue and improving social programs, which help improve the needs of staff, members, and people in the community.</p><p>

<p> Government agencies are encouraging healthcare practitioners to work in interprofessional teams to address the complex needs of an aging population, to improve client outcomes, and to increase the cost-effectiveness of health care. However, a clearer understanding of the elements required for an effective interprofessional collaborative practice is needed. The purpose of this online, descriptive study was to focus on one component, mutual respect, and determine its relationship to collaboration among members of interprofessional teams working in family health teams (FHTs) and community health centers (CHCs) across Ontario. D&rsquo;Amour&rsquo;s four-dimensional model of collaboration was used as the theoretical basis. This model suggests that collective action can be analyzed based on shared goals and vision, internalization, formalization, and governance. FHTs and CHCs were contacted by telephone and email to recruit participants and 99 healthcare professionals returned usable surveys. Using Spearman&rsquo;s rho and multiple regression, a significant positive relationship was found between mutual respect and collaboration. After controlling for the respondents&rsquo; demographic characteristics, the correlation between these variables remained significant. Correlation scores between mutual respect and collaboration were higher in FHTs compared to CHCs. Significant differences in scores were also demonstrated between nurses and nonurses, and levels of education. This research provided data on how collaboration is progressing, how respected professionals felt, and assisted in the identification of areas that may be influential in making improvements. The knowledge obtained can affect positive social change by influencing practice, education, and guiding future research.</p><p>