Business intelligence (BI) involves transforming data into actionable information to make better business decisions that may help improve operations. Although businesses have experienced success with BI, how leaders of church organizations might be able to exploit the advantages of BI in church organizations remains largely unexplored. The purpose of the phenomenological study was to explore the perceptions of pastoral leaders concerning the potential usefulness of BI in church organizations. Conceptual support for the study was based on the premise that churches may also benefit from BI that helps improve decision making and organizational performance. Three research questions were used to examine the current role of BI in church organizations, the potential usefulness of BI in church organizations, and potential conflicts that might exist between spiritual and BI management objectives. Semistructured interviews were used to obtain data from 20 pastoral leaders. The data were analyzed using the modified Van Kaam method of analysis. The results indicated that pastoral leaders perceived that BI can be a useful technology in church organizations. Additionally, the pastoral leaders did not perceive any conflict between BI and church management objectives. Church leaders may be able to take advantage of BI to achieve their social outreach programs. As a result, local churches can have a greater social impact on the surrounding communities.

Turnover rate is a benchmark economic measure and affects the customer service and profitability of organizations. The purpose of this correlational study was to examine the relationship between general managers' emotional intelligence (EI), operations evaluation scores (OE), and employee turnover rates at Brand X quick service restaurant (QSR) companies using Salovey and Mayer's theoretical framework of EI. Data were collected from a sample of 69 QSR general managers, with at least 6 months of experience, in the Southeastern United States using the EQ-i 2.0 self-assessment instrument. The mean employee turnover rate for the sample (M = 161%), was 157% greater than the 2013 average restaurant and accommodation turnover rate and 281.5% greater than the average overall private sector turnover rate for 2013. None of relationships between the predictor variables and the dependent variable in the multiple regression analysis model were statistically significant, at the p -?¤ .05 level. There was no significant relationship between manager's EI, OE scores and employee turnover rates. As a result, HR managers can redirect resources to finding alternate solutions for improving other components of employees' work environment for the subject population. By identifying QSR as one area of elevated employee turnover rate, the results of the study can serve as the basis for catalyzing research and developing findings for identifying alternate solutions to improve employees' health and reduce QSRs employees' work-related stress.

Despite the positive changes occurring regarding American attitudes toward members of the Lesbian, Gay, Bisexual and Transgender (LGBT) community, empirical evidence indicates that LGBT individuals do not believe inclusive environments exist, as 48% of the population remains closeted at work. A gap exists in the literature relating to the formulation of practical solutions that establish and sustain inclusive environments. The purpose of this qualitative case study was to identify the possible influence of cultural lag on the workplace engagement of LGBT employees. Ogburn's cultural lag theory served as the conceptual framework. The following research questions guided the study: (a) The impact that antidiscrimination, social, legal, and organizational changes have had on LGBT employees, (b) the effect of cultural lag on the career paths of LGBT employees, and (c) best practices for implementing strategies that create and maintain inclusive environments for the advancement of LGBT employees. Purposeful snowball sampling led to the selection of individuals who were open about their sexual orientation in the workplace. Twenty-seven participants came from various industries within the Northeastern, Midwestern, Northwestern, and Western regions of the United States. Data were obtained from open-ended interviews and were coded to find themes and subthemes. The results indicated that generalizations can occur across geographical locations or work environments and identified emergent themes for recommended best practices and strategies for organizations. Implications for positive social change include a greater understanding of, and support for establishing and maintaining inclusive environments for LGBT employees.

Domestic violence is a pervasive issue that impacts all members of a household, including pets. There is comprehensive quantitative evidence to suggest that domestic violence and pet abuse commonly co-occur; however, as the personal accounts of pet-owning survivors have started to emerge through qualitative investigation, more research is needed to understand the unique experiences of pet abuse that take place alongside instances of domestic violence. This phenomenological investigation utilized control balance theory and a feminist framework to uncover the experiences of survivors who entered their pets into an animal care program specifically designed to help during times of domestic violence escape. Data from interviews with 12 participants were compared to secondary qualitative data from anonymous animal abuse surveys at the community partner organization. A lens of interpretative phenomenological analysis was used to identify global themes related to survivors' experiences of pet ownership while escaping domestic violence. From these testimonies, pets were revealed to be important to consider in responding to domestic violence because pets not only played key roles of emotional support in the survivors' lives, but they were also threatened and harmed by abusers to control victims. Furthermore, the provision of pet care for survivors who were escaping domestic violence was determined to be a meaningful intervention. Through learning of the experiences of pet ownership along the trajectory of recovery for domestic violence survivors, advocates may be better prepared to serve clients at this intersection. Furthermore, the empirical understanding of the role of the human-animal bond in domestic violence survivorship was augmented by this study.

Crack cocaine users need efficacious treatment options to address triggers and cravings for the drug. The purpose of this qualitative, multiple case study was to explore the recovery narratives of 3 purposefully selected substance abuse counselors who were once addicted to crack cocaine and whether or not these narratives fit within the 5 stages of the transtheoretical model of change (TTM). The TTM was used in this study to explore the stages of change in those with prior addiction regarding the motivational strategies needed to promote change. Data collected in face to face interviews were organized using thematic content analysis and QDA Minor Lite analysis software. Study results showed that the action stage seems the be the most promising focus for change. Each participant once in the action stage moved between action and relapse until action and maintenance became solidified in their mindset. The action stage, therefore led to social change for the individual, their family, and the community in which they lived. Therefore, the process of recover does fit within the stages of the TTM, however, relapse and risk of relapse plays a vital part of not making the stages qualitatively distinct. The results of the study show that various factors create the addiction process and help to recover from it. However, self-actualization and self-determination prove to be the motivating factors of change and recovery. The findings contribute to social change by understanding how the recovery stories fit within the stages of the TTM and how further understanding of the relapse process is necessary to possibly get to a definitive termination stage.

The increasing prevalence of work-life issues in the manufacturing industry is a problem to manufacturing employees in numerous ways. The problem addressed in this study was the relationship between organizational support and work-life quality among employees of a large manufacturing organization located in the Southeastern United States. The purpose of this correlational study was to examine the relationship between the provision of formal and informal organizational support and employees' work-life quality. Ecological system theory, role theory, and social exchange theory informed the theoretical framework of the study. The focus of the research questions was the extent of the relationship between the provision of formal and informal organizational support and employees' work-family conflict, job satisfaction, and turnover intention. The study involved multiple linear regression to analyze data collected through an online survey from 74 randomly selected manufacturing employees. A statistically significant correlation was found between the provision of formal organizational support and job satisfaction and turnover intention, but not with work-family conflict. Informal supports were not statistically significant for predicting work-family conflict, but they were statistically significant for predicting job satisfaction and workplace turnover rates. Social change implications include organizational leaders using the results to identify and implement organizational supports that can improve employees' job satisfaction, increase organizational commitment, reduce work-family conflicts, lower job stress, and decrease turnover intention.

Military veterans face various challenges during their transition into the civilian workforce, including mental health problems. Veterans experience challenges like emotional trauma and physical distress while transitioning into the civilian workforce. The challenges result from the nature of the civilian work. The purpose of this phenomenological study was to explore the challenges among veterans in California and Michigan while transitioning into the civilian life. The study participants included 30 veterans from California and Michigan who had retired and those who were expecting to retire from the military within six months at the time of conducting the study. Schoenberg's 4S transition theory was used as a conceptual framework. Data, collected through semi-structured interviews were analyzed using thematic analysis to develop themes for each research question. The findings indicated that transition challenges were related to emotional trauma and physical distress. Themes identified in relation to coping strategies that veterans can use to cope with the transition challenges include physical exercise, social interaction/open communication, and mutual support. The results of this study have significant social change implications. Leaders in the military and civilian workforce, government, and future military veterans could benefit from the findings by understanding the traditional challenges faced while transitioning into the civilian workforce. The study's findings could benefit policymakers and senior leaders in developing and implementing strategies that ensure smooth transition by military veterans into the civilian workforce.

The general problem is that while technical engineering firms today require entry-level, full-time engineers to possess leadership skills, companies have failed to indicate which leadership competencies are most important in their recruitment and hiring process. This study's contributions could have implications for the long-term career prospects of engineers as well as the future outlook and sustainability of engineering companies. The specific problem is that various disciplines in the engineering profession, such as the construction sector, have yet to clearly define which leadership competencies are most important for the job market in their specific areas. Advancements in this regard are important for both entry-level engineers and engineering companies given the strong competition in local and international markets. The purpose of this qualitative study using a multiple case study design was to explore the views of managers in the construction industry on leadership competencies most needed in the job market for entry-level civil engineers. The study was framed by three concepts of engineering leadership. The research question was: How do the perceptions of managers in the construction industry establish a basis of leadership competencies most needed in the job market for entry-level civil engineers? Applying the knowledge gained from this inquiry has the potential for positive social impact by driving reforms in educational curricula and professional settings and with industry leaders to further the personal development of early-stage civil engineers, supporting their career success and the success of their companies.

Sex offenders are commonly grouped into categories based on the characteristics (e.g., victim age, relationship to offender) of their victims for criminal sentencing and treatment purposes. The purpose of this quantitative, quasi-experimental study was to address the gap in the lack of literature comparing recidivism rates among biological fathers and male parental figures who committed incestuous child sexual abuse in Hawai'i against children 15 years or younger. This study was the first attempt in the state to examine the number of inmates who had completed their maximum sentences and were later returned to prison for new felony incest offenses. Secondary data were obtained from the Safety Sex Offender Treatment Program (SOTP) within the state of Hawai'i Department of Public Safety (DPS) from the years 1988 to 2013. Areas of recidivism and crimes involving biological fathers, stepfathers, boyfriends of the victims' mothers, foster parents, and hana'i family members were included (N = 1,727). Three hundred and ten met the criteria for the current study. The study had 2 independent variables: the offender's relationship to the victim (e.g., biological, adoptive, stepparent, foster parent or hana'i family members); or the residency status of the offender (e.g., lived with the victim versus did not live with the victim). The dependent variable was the recidivism rates of the incest offenders (i.e., new incest offense convictions). Analysis of these variables using the ï?£2 with Cramer's V statistical test lacked statistical significance as there was no documented evidence of recidivism in either group. The potential for social change and clinical significance still exists. Further analysis of the effectiveness of the SOTP may aid in sustaining low recidivism rates.

Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.