With millions of people telecommuting each day, business leaders need to understand the factors contributing to job satisfaction among telecommuters. Drawing from the theory of purposeful work behavior, the purpose of this correlational study was to provide decision makers with information about the factors associated with job satisfaction among telecommuters. The research question addressed the relationship between gender, age, and level of telecommuting and job satisfaction. Using multiple linear regression analysis of 65 telecommuter survey respondents, the results (F(3,61) = 2.4, p > .05) indicated that no statistical significant relationships were found between job satisfaction and the predictor variables; however, the results indicated that job satisfaction among telecommuters was high, regardless of demographic variables. Additionally, a correlational analysis determined that a correlation exists between age and job satisfaction as well as age and level of telecommuting. Knowing that job satisfaction is ubiquitous among telecommuters and that correlations exist around age contributes to the knowledge base on the impacts of telecommuting. Business leaders could benefit from these findings when implementing telecommuting policies or procedures. Implications for social change are that satisfaction may increase when employees have the option to telecommute, which can affect business profitability. In addition, fewer people commuting to work decreases emissions and improves the environment.

The U.S. Bureau of Labor Statistics reports that millennials will soon represent 46% of the workforce. The anticipated changes in the workforce are of great concern to business leaders who may manage individuals from different generations. The purpose of this multiple case study was to explore the strategies that administrative leaders in an advisory group of community-based organizations and educational institutions used to improve the productivity of a multigenerational workforce. The conceptual frameworks that grounded this study were the social constructivist perspective and generational theory. Data were collected from semistructured interviews to elicit narratives from 6 administrative leaders from 6 different nonprofit organizations selected via purposive sampling throughout the northeast region of the United States with experience improving the productivity of a multigenerational workforce. Data also came from a review of company documents and a reflexive journal. Data analysis entailed coding, identifying relevant themes, using Yin's 5 step analytic strategy approach, and member checking to strengthen the validity of the interpretations of participants' responses. Two principal themes emerged from the data: effective leadership strategies and essential retention strategies to improve productivity. The overall analysis of the 2 principal themes revealed the importance of communication, teamwork, training, work-life programs, recognition, knowledge sharing, and feedback in improving the productivity of a multigenerational workforce. Findings from this study may contribute to social change because chief executive officers (CEO) may use the strategies to implement corrective measures to positively influence the productivity of a multigenerational workforce.

Senior law enforcement leaders are looking for leadership training strategies to develop future law enforcement leaders. The purpose of this single case study was to explore U.S. law enforcement leaders' training strategies to develop future leaders. The sample was comprised of 18 senior Northern Virginia executive law enforcement leaders who have leadership development strategies currently in use. The conceptual framework for this study was human capital theory. The data collection process included semistructured interviews, a review of training documentation, and direct observation related to leadership development. Based on methodological triangulation of the data sources and analysis of the data, 3 emergent themes were identified. Recruitment, retention, and mentoring surfaced from recruiting officers for managerial leadership positions. Training and technology grew out of the need to optimize training resources and incorporate new training solutions. Strategic partnerships stemmed from the opportunities for partnering and joint training exercises with other law enforcement organizations. Although this was a single case study, the findings of this study have utility for other, similar contexts. Specifically, these findings suggest that including leadership training strategies in training programs may contribute to social change by providing other law enforcement leaders with the training strategies that result in safer communities.

Experts expect a shortage of more than 900,000 nurses by 2022, according to the United States Bureau of Labor Statistics Employment Projections. Turnover in nursing contributes significantly to the shortage and often results from poor leadership of nurse managers. The purpose of this quantitative study was to investigate how servant leadership behaviors affected the psychological state and behavioral response of staff nurses as reflected by job satisfaction and turnover intention. Specifically, the research question addressed whether servant leadership positively contributes to the psychological states and the behaviors of staff nurses leading to greater job satisfaction. The study design was correlational, nonexperimental, and cross-sectional. Use of a questions from existing surveys combined into a single survey, from 284 staff nurses at a Pennsylvania hospital, provided the data for the research. Correlation analysis determined the strength and direction of servant leadership constructs and the dependent variables of turnover intention and job satisfaction. Multiple linear regression analysis predicted the influence of job satisfaction and turnover intention, demonstrating a strong, positive correlation linking servant leadership behaviors, the psychological state of engagement and job satisfaction. The study contributed to filling the gap in health care management by providing a picture of how servant leadership behaviors influenced job satisfaction and retention of nursing staff. Implications for positive social change may lead hospital administrators to encourage the adoption of servant leadership behaviors, by nurse managers, resulting in greater staff nurse job satisfaction, improved patient quality outcomes, sustainable organizational financial success, and expanded community health.

The problem under investigation is that there is little research about how church leaders develop and design HIV/AIDS education and support programs in selected counties of New York State. The gap in the literature is that there is little known about how church leaders support the educational process for the HIV/AIDS Black community in New York state. The theory of normative decision making was the primary conceptual framework for this research. The purpose of this qualitative exploratory multi-case study was to discover how church leaders managed their HIV/AIDS outreach program strategies. The overarching question asked what programs and education do church leaders use to support those with HIV/AIDS and how can church leaders within the selected counties, provide preventative education forums within their congregations. Data collection occurred through 6 semi structured face-to-face interviews with church leaders in the counties of New York State. Data analysis resulted in themes that included how managing HIV/AIDS outreach strategies increases participation, promotes understanding, and immobilizes the spread of HIV/AIDS. The themes that emerged suggested that democratic leadership style made for successful program leaders and existing program features built trust between the church and those in the surrounding communities impacted by HIV/AIDS. Recommendations for action include examining the structure of an active outreach ministry, synchronizing programs, and increasing resources to manage Faith-based organization strategies effectively. This study contributes to positive social change by religious leaders serving as peer educators and advocates within their church community for HIV/AIDS prevention education, igniting discussions, removing stigma, and increasing the number of individuals who voluntarily test for HIV/AIDS.

Collaborative learning as it pertained to leadership development was an obscured method of learning. There was little research addressing the attributes contributing to collaborative learning for leadership development in leadership development programs. By completing this manuscript, scholarly learners may have additional information on knowledge-based practicing organizations. The purpose of this qualitative study was to understand how collaborative learning influenced leadership development within leadership development programs within high performing organizations. Data collection included semistructured interview questions and a review of training documentation with a combination of dramaturgical coding and purposive sampling from 20 participants that attended leadership development programs within a high performing organization. The 7-step data analysis process, methodology triangulation, and member checking consisted of structure and credibility of the findings. There were primary and secondary themes that aligned with Hanson's leadership development interface model. The 2 primary themes were categorized as collaborative learning and shared knowledge, while the secondary themes included role models, communication: listening and feedback, problem-solving, knowledgeable: subject matter expert, transparency, and training and teaching. The findings of this study suggest that collaborative learning influenced leadership development programs by practicing group work and by sharing different ideas. These findings have potential implications for positive social change, as the information may add to the body of knowledge for future scholars and valuable information for stakeholders to build a knowledge-based practicing organization.

Alaska Native Corporations (ANCs) came under political scrutiny in the United States in 2009 during a climate of economic recession and governmental spending reductions. Since then, ANCs have faced increased governmental regulations that immediately changed the ways that their leaders previously achieved growth and success. The purpose of this explanatory case study was to identify elements of ANC strategic plans that lead to success and growth when operationally implemented. The central research questions investigated what executable strategic plans ANC leaders need to ensure sustainable business growth and what practices have led to success and failures. Data were collected from interviews with 4 ANC executives, monthly marketing reports, division status reports, and corporate strategic plans. The analysis included examining word frequency and comparative phrases in the semistructured interviews. Interpretive-constructivist case study analysis and logical reasoning of coded data revealed 2 main themes. The first theme consisted of the essential elements of strategic plans: corporate analysis, market analysis, customer analysis, competitor analysis, and resource allocation. The second theme was the importance of strategic planning as a formalized process. Specific implications for positive social change include leaders of ANCs instituting a formalized planning process and incorporating each essential element into the strategic plan to achieve short-term success and long-term sustainability to provide for Native Alaskan Shareholders in perpetuity. Broader implications for positive social change include leaders of small or disadvantaged businesses gaining competitive advantages by incorporating the results of this study into their strategic planning practices.

Global information technology (IT) project management organizations can create more value in their operations by presenting the core competencies possessed by global IT project managers (PMs) who are successful in their respective projects. The purpose of this multiple case study was to explore the core competencies and business strategies that IT PMs use to meet global IT project deadlines and budgets. This study involved 5 IT PMs from the Pacific Northwest (United States and Canada) who increased the quality of outsourced IT projects from 4 different companies. The data collection method included in-person semistructured interviews of participants and review of existing company data. Thematic analysis of data included the use of member checking to ensure that the results of this study accurately reflected the experiences of the participants. The conceptual framework that guided the research was organizational learning theory. Two major themes were uncovered during data analysis; the first was global IT project management barriers and reasons for failure, and the second was competencies and strategies for successful global IT project management. Additionally, 4 subthemes were identified: lack of communication and quality, issues with culture and time, mindful of cost and coordination, and cultural awareness and communication. This study shows how successful IT projects benefit organizations and society with better products and services at lower costs. The findings may assist IT PMs in applying core competencies and business strategies to manage global IT projects to meet project deadlines and proposed budgets, which may, in turn, help companies contribute to corporate social responsibility efforts through improvements in ethical standards and international norms.

Previous research has indicated that leadership affects employee behavior, but additional research could explain how this relationship is mediated. The purpose of this correlational, quantitative design study was to test the mediating effects of employee income level on the relationship between leadership and employee behavior within the United States. The general problem for leaders is the lack of a comprehensive understanding regarding the relationship between their leadership and employee behavioral outcomes. The specific management problem is that unintended employee behavioral outcomes may be due to leadership decisions made without consideration given to the mediating effects of employee income level. Based on Adams's equity theory, the primary research question for this study was 'How does income level affect the relationship between leadership and employee behavior?' To answer this question I collected a dataset of 95 individuals using an online survey through Qualtrics. Income level was examined as a mediation variable between leadership styles and employee behavior in this study; however, there was no significant relationship between leadership and employee behavior present in the dataset. It was hypothesized that income level partially mediates the relationship between leadership and employee behavior, but the results indicated that income level does not mediate the relationship between leadership and employee behavior. This research is relevant to the field of management and has a positive social change implication because it demonstrates that the understanding regarding leaders and employees may not be as significantly correlated as previously demonstrated.

Nonprofit organizations are essential in providing goods and services to the under-resourced in the community. Nonprofits have experienced a growth rate of 47% in 2014 and yet 53% of nonprofits reported less than 3 months cash on hand needed to meet the demands of their clients. This explorative and descriptive study analyzed nonprofit fundraising strategies for providing sustainable quality services. The purpose of this study was to determine what strategies successful nonprofits used to increase funding as it relates to the delivery of quality sustainable service and what conditions influenced fundraising effectiveness. The methodology consisted of a qualitative, thematic research design. The sample consisted 19 participants who held executive level positions in their organizations. Data were collected through a series of recorded in-depth interviews and analyzed using a contrast-comparative qualitative thematic analysis of the recording and written transcription and the NVivo Software Data Management Program. The findings of the study revealed that leaders with transformative attributes and demonstrably connected to the mission drive the fundraising success of the organization by influencing donor relationships, strategies, and performance. The implications of the study include sustainable delivery of service by the development of effective leadership models for the internal stakeholders thus, positively influencing donor behavior and improved quality of life for the under-resourced over a sustained period. Future research using the mixed methods is recommended for examining how leadership styles may influence funding sustainability.