Walden University

About: Walden University is a education organization based out in Minneapolis, Minnesota, United States. It is known for research contribution in the topics: Population & Public health. The organization has 3200 authors who have published 3707 publications receiving 55313 citations.

Perceptions of Empty Nest Mothers From Diverse Socioeconomic Backgrounds With Boomerang Kids

Abstract: Perceptions of Empty Nest Mothers From Diverse Socioeconomic Backgrounds With Boomerang Kids by

Exploring Millennial Retention Strategies and Methods in the Workplace

Abstract: Exploring Millennial Retention Strategies and Methods in the Workplace by Alphonso M. Simmons Masters Certificate, Villanova University, 2013 MBA, American Public University, 2012 BA, American Military University, 2011 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University June 2016 Abstract Many U.S. organizations fail to retain Millennials for longer than 3 years. The purpose of this case study was to explore the strategies and methods leaders have used to retain Millennial employees within a small business in the Washington, DC, metropolitan area. The leaders of this small business have retained their Millennial employees for the last 3 years. The conceptual frameworks for the study were Bass’s transformational leadershipMany U.S. organizations fail to retain Millennials for longer than 3 years. The purpose of this case study was to explore the strategies and methods leaders have used to retain Millennial employees within a small business in the Washington, DC, metropolitan area. The leaders of this small business have retained their Millennial employees for the last 3 years. The conceptual frameworks for the study were Bass’s transformational leadership theory and von Bertalanffy’s general systems theory. Data were collected from semistructured interviews with 4 participant leaders with a successful record of retaining Millennials. In addition, company documents including policies, training records, company website, and peer-reviewed journals were gathered to supplement the semistructured interviews. All data were analyzed using the modified van Kaam method. The findings revealed that these 4 leaders employed specific strategies for career growth opportunities, communication plans, organizational level community involvement, high compensation packages, high functioning and fun culture, regular feedback meetings, training opportunities, and respect for opinions to solve the low retention rate among Millennials within an organization. The leaders also reported 3 methods that they employed to retain Millennials were maintaining open lines of communication, establishing positive relationships with management, and providing targeted training throughout the employees’ tenure. Social change implications include organizational leaders increasing retention rates of Millennial employees by enhancing employee motivation and improving relationships. Results may benefit organizations by reducing turnover costs. Exploring Millennial Retention Strategies and Methods in the Workplace by Alphonso M. Simmons Masters Certificate, Villanova University, 2013 MBA, American Public University, 2012 BA, American Military University, 2011 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University June 2016

Organisational commitment in nurses: is it dependent on age or education?

Abstract: In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in workloads for the remaining nurses. Consequently, the level of commitment that these nurses have to their jobs is important. Outside health care, employees from different generations working for a variety of organisations differ in their levels of organisational commitment, but this information has not been available for nurses. This study, carried out in the state of Alabama, looks at whether nurses from different generations differ in their levels of organisational commitment, and also whether there are any differences in organisational commitment between licensed practical nurses (LPNs) and registered nurses (RNs). A questionnaire designed to measure levels of organisational commitment was answered by 145 nurses. The results were analysed for any differences in organisational commitment in nurses from different generations and with different nursing degrees. Nurses from different generations showed the same levels of organisational commitment, but LPNs showed significantly less affective commitment, that is, lower feelings of loyalty to their workplace, than RNs. This information may be useful for hospital administrators and human resource managers in the United States to highlight the value of flexible incentive packages to address the needs of a diverse workforce. For healthcare employers in the UK, the concept that there is an association between nursing qualifications and levels of organisational commitment is critical for building organisational stability and effectiveness, and for nurse recruitment and retention.

Adult Learning-Focused Professional Development for Dental Hygiene Clinical Instructors

Abstract: Adult Learning-Focused Professional Development for Dental Hygiene Clinical Instructors by Meghan Ann McGuinness MA, Binghamton University, 2000 BS, Binghamton University, 1998 AAS, Broome Community College, 1997 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Education