Non-profit Organizations and CEO Job Satisfaction

This major research paper will examine the relationship between the job satisfaction of non-profit organization Chief Executives (CEOs) and characteristics of individual demographics, compensation, and organizational culture. The main purpose of this study is to examine the techniques in improvement of the productivity of the employee by investigating the factors that would lead to job satisfaction. Using data from the 2016 BoardSource governance survey that resulted in the 2017 Leadership with Intent report, this study reports on data collected from the survey of 1,759 CEOs. Using correlational and regression analyses, five hypotheses are examined related to CEO gender and age, CEO compensation, organizational creation of staff positions, and factors of organizational culture that relate to CEO job satisfaction. Findings demonstrate that the older generation, increase in salary, creation of new jobs, and good culture would all relate to higher CEO job satisfaction. These results suggest that neither culture nor compensation alone are enough to maximize CEO job satisfaction, but that each operates independently of the other

Strategies for Reducing Professional Turnover in Information Technology

The information technology (IT) industry workforce in the United States is expected to increase by approximately 50,000 jobs through the year 2024, creating opportunities for employees to change jobs if they are not satisfied. Replacing talented IT professionals can cost a business as much as 150% of the salary of the outgoing employee. The purpose of this descriptive single case study was to identify strategies successful IT business leaders used to reduce voluntary turnover among IT professionals. The research population was 4 leaders from an IT business in southeastern Virginia, who oversee supervisory and hiring. The conceptual framework was Herzberg\u27s 2-factor theory. The data were collected using semistructured interviews and reviews of applicable organization documents. Yin\u27s 5 phases of analysis were the means to process the data resulting in the 5 themes of flexibility, individual, recognition, team, and work-life balance. Recognition and flexibility were the 2 key themes that made significant contributions to the organizational culture and success for the business. The implications for social change include companies using unspent replacement cost dollars to invest in local communities, improve the local economic growth, and provide incentives for employee quality of life and improved work environment

Strategies to Reduce Employee Turnover

Businesses that fail to retain knowledgeable employees risk remaining competitive in the marketplace. Approximately 25 million people quit their jobs in 2016, overall. This single case study explored strategies business managers use to reduce employee turnover. The population for this study was 5 business managers from a business and technical personnel support organization in the information and solutions industry in the state of New Jersey who had experience with strategies to improve employee retention. The conceptual framework used in this study was systems theory. Data were collected from company archival documents and semistructured face-to-face interviews with 5 business managers. Moustakas\u27 modified van Kaam method was used for data analysis. Member checking helped to ensure credibility and trustworthiness in the interpretation of interviewee responses. Three major themes emerged: workplace environment, safety, and training. Strategies ascertained in this study may be helpful for business managers who develop ways to reduce employee turnover. The implications for positive social change include retaining valuable employees in critical positions, reducing unemployment rates and unemployment compensation, and the potential to disencumber funds to support additional social services

IT Service Climate: An Extension to IT Service Quality Research

IT departments are service providers to business users, and service quality has been proposed as one measure of IT effectiveness. Previous research has adapted the SERVQUAL scale from service marketing literature, using it to gauge business users\u27 expected and perceived levels of IT service quality. In this research, we investigate the other side of the IT-user relationship and look inside the IT function to identify variables that could affect IT service quality. Building on research into climate from the organizational psychology literature, we propose a new construct, IT Service Climate, and a theoretical model that links IT Service Climate with antecedents and service quality. A series of propositions are derived from the model to guide future empirical research, and other potential applications of the climate construct in IT research are discussed. By focusing on the IT department\u27s impact on service quality, we hope to assist managers to pinpoint the causes of service shortfalls

Understanding comprehensive environmental decision making with navigational aids for the 1990s and beyond

The Comprehensive Environmental Decision Making (CEDM) paradigm developed through this research conceptualizes CEDM through a particular way of seeing a commitment to man's relationship with his environment. Previous research has explored CEDK but the idea remains ill-defined. The challenge in this research is to reestablish the guiding ideas of the government-environment-citizens matrix, while at the same time describe a meaning and means of operation suitable for environmental professionals working in industry today, where the man-environment commitment is critical to economic growth and environmental quality. In this research a meaning and means of operation begins with Lynton K. Caldwell's guiding ideas. As an avenue of implementation, government structures established through The National Environmental Policy Act and the Pollution Prevention Act provide policy reinforcement. Accepting policy as a CEDM avenue the requirements of environmental understanding, information and perception are developed through aspects of the environment and sustainable development with rational ecology ultimately providing the guideposts and criteria whereby CEDM may be judged. Citizens are those environmental professionals where an ethic is shaped through systems learning with the Environmental Management System used as a framework to establish the CEDM network of relationships in the workplace. The professional's socially binding value is hypothesized as an obligation not to do harm. With this value orientation, rational ethics and systems thinking provide guidelines that direct the professional in evaluating and optimizing policy and business structures. The CEDM paradigm is illustrated as a social choice mechanism suited to the 1990s and beyond by using case studies to apply policy directions

THE INFLUENCE OF YOUTH LEADERS’ COMPETENCIES, EMOTIONAL INTELLIGENCE, AND CLIMATE FOR CREATIVITY ON THE PERFORMANCE OF THE UAE GOVERNMENTAL ORGANIZATIONS

Nowadays, leadership is an essential asset in youth society. Thus, this study aims to identify the required capabilities to determine their readiness and openness amongst other qualities to be able to identify those youths who are able to take on federal government leadership positions in the upcoming 4th Industrial Revolution which is important for the future economic success of the country. This research utilized the leadership competencies theory to locate the important competencies that are needed to create strong youth leaders. The research has suggested a model and a positivist research philosophy was used to examine the suggested model. A survey was designed to cover the different research constructs and distributed in the UAE governmental organizations at the top level of management to collect their views regarding to the suggested model. The Structural Equation Model (SEM) and SPSS Software were used to examine the reliabilities and validity of the research constructs. The findings demonstrate change competence and team competence were the strongest drivers of youth leaders’ performance. Furthermore, the findings of this study indicated that ethical competence, across cultural competence, and self-competence have a significant influence on youth leaders’ performance. Contrary to the suggestion of this study, communication competence has no influence on Youth leaders’ performance. The results also indicate that only others’ emotional appraisal has a significant influence on youth leaders\u27 performance. The research results are expected to help the UAE government to create strong youth leaders who will be able to lead the country in the near future. Also, there are a lot of benefits for youth from the development of leadership such as; youth can communicate effectively with others, be responsible and make the right decision, and understand their values profoundly and better

Employees' Perception on the Impact of Work Environment on Job Performance: A Case of Bugiri Hospital in Uganda

Master's Thesis in Public AdministrationAORG351MASV-PUBA

Issues in NASA program and project management

This new collection of papers on aerospace management issues contains a history of NASA program and project management, some lessons learned in the areas of management and budget from the Space Shuttle Program, an analysis of tools needed to keep large multilayer programs organized and on track, and an update of resources for NASA managers. A wide variety of opinions and techniques are presented

A Phenomenological Study Examining Job Embeddedness of Direct Support Professionals in Community-Based Services Programs: Why Do They Stay?

Individuals with intellectual and developmental disabilities (IDD) live in the community in apartments, group home settings, and host home environments. They need support in all aspects of adaptive living skills to live independently. Direct support professionals (DSPs) provide support in areas of grooming, oral hygiene, toileting, laundry, housekeeping, meal planning, meal preparation, medication administration, mobility, recreation, shopping, and grocery shopping. This qualitative phenomenological study examined why DSPs remain in the position despite experiencing low wages, inadequate benefits, lack of adequate training, and lack of opportunities for upward mobility. Using the theoretical framework of job embeddedness, this research was conducted to understand the lived experiences of DSPs working in home and community-based long-term care services. Purposive sampling of 10 DSPs allowed participants to engage in semistructured interview questions. The participants shared their experiences and responded to questions identified in the interview protocol. The procedures of initial coding and the Otter transcription service were utilized to transcribe the data. Four themes were identified, including love, joy, empathy, and service. The study provided unique perspectives on DSPs and their unwavering commitment to serve individuals with IDD. The study provides insights into how intrinsic values embed employees in their jobs and influence motivations to stay

A STUDY OF THE LIVED EXPERIENCES OF EARLY CHILDCARE EDUCATION PROFESSIONALS AT A DEPARTMENT OF DEFENSE CENTER

A STUDY OF THE LIVED EXPERIENCES OF EARLY CHILDCARE EDUCATION PROFESSIONALS AT A DEPARTMENT OF DEFENSE CENTE