The focus of this present study is to understand the factors that influence Moroccan millennial employees to stay at or to leave their organizations. To reach this purpose, the study followed a qualitative phenomenological research design, using interviews as a data collection type. Interviews were conducted with ten Moroccan millennials who have worked or still work in a private organization based in Casablanca, the economic capital of Morocco. Findings of this study discovered five factors that influenced Moroccan millennials to stay, including links with co-workers, good leadership style, responsibilities and tasks, training opportunities, and career advancement. Additionally, five factors were discovered to influence Moroccan millennials’ reasons to leave. These factors include autocratic leadership style, limited career path, low pay, learning saturation, and job discrepancy. This study can serve as input for Moroccan managers to understand their Moroccan millennial employees and to take effective retention efforts that best meet the needs of Moroccan millennials. For this aim, findings suggested four retention strategies that Moroccan millennials think should be important to improve their retention. These strategies are upward performance appraisal, learning and development opportunities, workplace flexibility opportunities, and personalized recognition. Moroccan millennials could use the findings of this research and adapt them to their specific organizational context.

From business-related literature, the occupational-self efficacy (OSE) theory has been used to explain employee confidence, motivation, success, or lack of success when used in conjunction with measurable training or evaluation. The presence and effects of OSE have been seen in various occupational sectors and industries. For Human Resources practitioners, utilizing the concepts of OSE in the workforce is more than just training or communication. The present study analyzed the presence and effects of OSE on an online student population at a technical college in a Midwestern University. The results from frequency, correlation, and cross-tabulation tests reveal that levels of OSE can change, that demographic variables such as age and gender can influence OSE growth, and there is significance with OSE and job performance. The present study identified various training techniques and research possibilities for Human Resource (HR) personnel. The results may aid HR personnel with growing employee confidence, motivation, and measurable growth in knowledge, skills, and abilities (KSAs), training, and evaluations.

Although effective management of frontline employees has been commonly considered a key element in quality management in both practice and academia, the predominant focus has been on work force training, development, empowerment, involvement, and incentive systems, without utilizing the benefit of understanding the frontline worker’s personality and perception of the work environment. This paper utilized the 16 Personality Inventory (16PF) and Work Environment Scale (WES) to explore the relationship of frontline employee’s personality and perception of the work environment to their quality assurance performance ratings in a mediumsized manufacturing company in America. By using 16PF and WES Real Form, Vigilance (factor L) and Work Pressure were discovered to be positively correlated with the frontline workers’ overall quality assurance performance ratings. Caution of generalization of the research result was raised in Discussion section. Recommendations for future research were presented.

The composition of the workforce has begun to undergo a change. The U.S Department of Labor estimates that women, minorities and immigrants will constitute 80 percent of the additions to the labor force between 1987 and the year 2000 (Oakes, 1990). The National Science Foundation projects that the United States may have a shortfall of 40,000 scientists and over 250,000 engineers by the year 2006 (Argonne, 1990). Since women are among those who are significantly underrepresented among individuals preparing for a career in science, thirty women who are currently pursuing a successful career in physical science and technology were interviewed. This study determined participants perceptions of the factors that first influenced an early interest in physical science and technology. The investigation included perceptions regarding: 1) whether certain identifiable events or experiences influenced the decision to pursue science as a career and what those events and experiences were; 2) at what age these events occurred; 3) whether an adult(s) was influential and which adult(s) it was; and 4) identification of where these events and experiences occurred. The interview technique was selected as the best research method for collecting the qualitative and demographic data needed for this study. The results represent the participant’s recollections of out-of-school and in-school activities, family, friends and teacher support, self-image during the formative years, parents as the most important factor which influenced an interest in physical science, and major obstacles that had to be overcome by the participants in order to pursue successful careers in physical science and technology. Also included is participant’s advice to parents and teachers who want to encourage females to pursue a career in physical sciences and technology.

This thesis is a qualitative case study of African-American philanthropic motivations and fundraising strategies employed to increase African-American alumni giving at a predominantly white institution, Midwestern University. The lack of research and lack of understanding of African-American alumni motivations and perceptions of philanthropic giving is the problem for this case study. It is the goal of the researcher that the findings and recommendations of this research be considered in the development of the University’s race specific fundraising strategies. The study included seven personal interviews of the Indiana State University African-American Alumni Board of Directors. Exhaustive field notes were analyzed thematically. Additionally, ex post facto regarding the AAAC Board of Directors was analyzed. Through triangulation, the researcher analyzed the data for commonalities. Commonalities found in the interviews, artifacts, and observations have been reported. This study expands our understanding in general and will assist leadership in expanding philanthropic activity and giving. Engaging and developing fundraising strategies for the untapped resource of the African-American alumni is important, yet the importance and feelings of inclusion to African-American alumni is the theme that emerged above others. The researcher found the African-American alumni are motivated to give to their alma mater based on the positive memories and relationships that were formed during their college experience. The expectation is that their financial support to the University will support the African-American students and staff of the University. As this Midwestern University has made progress, in the creation of the African-American Alumni Council, the researcher found that, the call for authenticity, transparency, and relevancy is essential to the council’s success.