Several psychological processes motivate the use of Facebook. The correlation between subclinical narcissistic traits and Facebook use has been examined, but the results have been inconsistent. The purpose of this study was to examine the relationship between Facebook use and the exhibition of subclinical narcissistic traits. The method for this study was meant to improve upon previous studies that used self-reported data by providing researchers with a technique to collect Facebook data from the personal pages of participants, with informed consent. Social learning theory provided the theoretical foundation for this study. This theory posits that new patterns of behavior can be acquired through direct experience or by observing the behavior of others. This theory could explain why a billion people choose to post pictures, share news articles, add friends, and engage in other Facebook activities. Using a quantitative approach, approximately 3 months of Facebook activity from 93 participants were analyzed and correlated with Narcissistic Personality Inventory (NPI) scores. A multiple regression analysis was then used to examine the data in relation to the research questions and hypotheses. There were no statistically significant findings for Facebook activity and NPI scores. These findings may challenge the popular notion that Facebook and other social media represent a platform for narcissistic self-promotion. This study has potential to promote social change, in that the negative connotation may be removed from social media use, allowing more people to communicate openly without the fear of being perceived as narcissistic.

This ethnographic and phenomenological study examined the relationship between the benefits and compensation afforded to emergency responders; their perceptions of work equity, equality, justice, and risk management; and the effect of perceived equity, equality, justice, and risk management on the execution of an emergency responder's duties. The data was collected through interviews with members of the culture group, including law enforcement officers, firefighters, and emergency medical responder's (n = 24). The interviews were audio recorded, then manually transcribed by the researcher. The raw data was coded for reoccurring themes and commonalities. The reoccurring themes were organized and displayed in tables based on subcategory of the culture group. The results of the study indicate that the benefits and compensation afforded to professionals working in this field have an impact on their perception of work equity, justice, and risk management. It was further found that these benefits do not have an impact on the perception of work equality among members of this culture group. Understanding how to effectively motivate these professionals can have many positive effects regarding social change. These effects could be seen at the local and individual level for these responder's, at the community level for those that they serve, and at the policy level.

According to the Corporation for National and Community Service (2007), 33% of workers who volunteer in one year do not volunteer the next year. Retention of disaster and emergency services volunteers is a problem because permanent disaster volunteers save governments and society millions of dollars each year. The purpose of this quantitative, cross-sectional study was to address the problem of retention of American Red Cross disaster and emergency services volunteers. The primary research question for this study examined the predictive strength of positive emotions, resiliency, coping, and post-traumatic growth, in the retention of disaster and emergency services volunteers. The broaden-and-build theory of positive emotions combined with the organismic valuing theory of growth through adversity created the optimal research foundation for driving the hypotheses for the research question. This study used a self-report survey to collect data from a nonprobability convenience sample of 120 American Red Cross Disaster and Emergency Services volunteers. Standard multiple linear regression analyses revealed that none of the independent variables statistically predicted retention. Independent-groups t-tests revealed that, a debriefing at the disaster location showed significant mean differences when examining retention. The American Red Cross and other disaster relief organizations can use the results of this study to develop strategies to address organizational factors that enhance the experiences of their disaster and emergency services volunteers and thus strive to improve retention.

Approximately 70% of change initiatives fail to achieve the anticipated outcomes, and resistance to change is continuously cited in the literature as 1 of the most common reasons for change failure. Researchers know that emotions play a role in change but do not know how emotional intelligence affects the relationship between leader-member exchange and reactions to change. Grounded in Oreg's multidimensional resistance-to-change model, leader-member exchange theory, and emotional intelligence theory, the purpose of this study was to narrow the gap in knowledge of how emotional intelligence influences the relationship between leader-member exchange and resistance to change. A correlational, cross-sectional design was employed with a nonpurposeful sample of 349 research administrators, and data analysis was completed through hierarchical multiple regression and the Hayes PROCESS macro. Significant negative correlations were found between (a) leader-member exchange and resistance to change and (b) emotional intelligence and resistance to change. Emotional intelligence was not found to have an expected moderating effect on the relationship between leader-member exchange and resistance to change. The findings indicated that employees are less likely to resist change when they perceive a higher quality relationship with their supervisor and have a higher level of emotional intelligence. The results of this study can be used to inform organizational leaders of the need to incorporate training on building high-quality relationships and emotional intelligence in change management programs, thereby increasing the likelihood of achieving the organizational goals intended by the change.

Bullying and toxic leadership in the U. S. Army disrupt bonding processes between leaders and subordinates, which may jeopardize military operations, threaten resiliency initiatives, inhibit leader development, and stifle innovation. Little research, however, has looked at the role of informal leaders who operate outside the formal power structure in military environments. Using social exchange theory as the foundation, the purpose of this case study was to explore the activities of informal leaders who mediated the normal and disrupted leadership bonding processes in an Illinois Army National Guard Infantry Brigade. The research questions explored the informal leaders' influence and behaviors to gain a greater understanding of the bonding processes. A maximum variation purposeful sampling was used to select 25 informal leaders from 8 company size units in an Illinois Army National Guard Infantry Brigade. Publicly available archival data were also considered. All data were coded inductively and then subjected to Braun and Clark's thematic analysis procedure, revealing the perception that informal leaders improved bonding between soldiers and leaders and reduced stress associated with military service. The implications for positive social change include recommendations to the Illinois National Guard to provide support for using informal leaders as a mechanism to promote more cohesive relationships between leaders and subordinates and to explore the use of informal leadership to reduce stress.

Private probation companies were formed to provide supervision to low-risk offenders who committed misdemeanor charges by allowing offenders to reside in the community instead of being incarcerated. However, research has revealed that private probation agencies have become problematic because state and local governments have benefited financially by collecting court costs and probation supervision fees from indigent probationers who are unable to pay. Other researchers have revealed that gender, race, and attorney representation r impact whether a warrant would be issued for failure to pay court costs and supervisions fees. This study examined the predictive relationships between race, gender, attorney representation, and warrants being issued. The theoretical framework for this study was the prison-industrial complex that emphasizes how government and private companies' financial interests are linked to the expansion of the penal system. This study addressed the question of whether gender, race, and attorney representation predicted the likelihood of private probation warrants being issued. A quantitative, correlational, cross-sectional design based upon secondary data analysis was used to address the research question. Results from a logistic regression showed that only race predicted the likelihood of private probation warrants being issued. Results also showed that Black males were more likely to have a warrant issued for their arrest. The findings can be used to advocate fair treatment of Black males who are disproportionately affected by unconstitutional practices of private probation companies. Findings can be used to promote social change by advocating that indigent offenders by offered alternative sentences other than jail when they cannot pay court costs and probation fees.

Despite improved technology and equipment and a steady decline of structure fires, firefighter line-of-duty deaths and injury rates have increased over the past 10 years. Independent reports indicated poor decision-making by fire ground incident commanders (FGCs) as the primary cause of deaths and injuries. FGCs are vulnerable to skill decay given the expertise needed to manage an incident and limited opportunities to remain proficient. Guided by skill decay theory, the purpose of this quantitative study was to examine the relationship between skill decay among FGCs and experience, drilling and training opportunities (overlearning), years of experience, and time since initial training. A web-based survey was used to collect data from a convenience sample of 376 certified fire department officers. Findings from multiple linear regression analysis indicated that time since initial training in a fire command training program was significantly related to skill retention among FGCs (p = .008). Experience, drilling and training opportunities (overlearning), and years of experience in the fire service were not significantly related to skill retention. Findings may be used to strengthen fire service policies and reduce loss of life and property damage in the fire service and communities.

Similar to other generations, millennials are attracted to organizations whose causes align with their interests, yet millennial college students' participation in nonprofit voluntary organizations is declining in the United States. Little academic literature explores the causes for the declines in participation, particularly related to civil rights organizations on college campuses. As a result, grassroots civil rights organizations are viewed as dying. Using Howe-Straus' generational theory as a foundation, this case study was to gain the perspective of 20 millennial generation students born between 1980 and 2000 on three college campuses and three civil rights organizations in the southeastern United States. Data were collected from 20 millennial generation students in two phases. Participants completed Clary and Snyder's volunteer functions inventory prior to being interviewed with a focus on understanding the factors that motivate or serve as a disincentive for the millennial generation to volunteer in civil rights organizations on campus. Survey data were analyzed using descriptive statistics; interview data were transcribed, inductively coded, and subjected to a thematic analysis procedure. Findings indicate that participants perceive that civil right organizations overlooked opportunities to engage in effective outreach and recruitment of millennial students by focusing on causes that are perceived to be of value to this population. Furthermore, organizations underutilize millennial-friendly outreach, including use of social media campaigns. The positive social change implications stemming from this study include recommendations to engage in recruitment activities that are appealing to the millennial generation in order to garner the contributions of this population of students.

This study evaluates the results of three widely used methods for preparing postcensa estimates of counties. The methods are Census Bureau’s Component Method II, the Ratio Correlation Method and the Bogue-Duncan Composite Method. Hypotheses based upon empirical generalizations from previous comparative studies are tested. Statistical tools used are Average Percent Deviation (without regard to sign) and Standard Deviation of Percent Errors. Directional bias and frequency of extreme error are also examined. Evaluations are conducted of the accuracy of the estimates for groups of counties stratified in terms of density and growth rate dimensions. With few exceptions, Ratio Correlation produces consistently better results. The ecological fallacy is illustrated in the application of national migration assumptions, to groups of constituent counties. Averaging the results of different methods does not produce appreciably greater accuracy. Other techniques may be useful in Oregon as benchmarks upon which to evaluate the reasonableness of Ratio Correlation estimates. Efforts in Oregon should be directed toward developing additional and/or more refined data series to be used in Ratio Correlation.

The present study is concerned with pre-treatment dropouts in an outpatient alcoholism treatment clinic. Previous pre-treatment dropout studies have been made in settings where there is one intake session followed by a treatment program. In the setting of the present study, however, there is an extended intake process, consisting of three (and occasionally four) group intake sessions followed by a session of staffing and then treatment. This study, therefore, differs from previous investigations, in that it considers as "pre-treatment dropouts," those clients who drop out at any point during the intake process, rather than just those clients who do not appear for treatment following an intake session. For purposes of orientation, we begin with a discussion of the problem of alcoholism and the process of intake.