Employee retention is a major problem for organizations, especially for small and medium-sized organizations, which make up 99.7 percent of U.S. Organizations. Research reveals how leadership style affects employee retention, showing that supervisors who are transformational help to reduce employee turnover. However, little research has assessed the interdependent dynamics of transformational leadership, employability, and employee retention. Furthermore, employability is a sparsely discussed concept in the literature, making it a novel inquiry to consider in the dynamics of employee retention. This research employs agent-based modeling (ABM) to examine the dynamics of employee retention while considering the interdependent nature of modern organizations and workforce. The goal is to look at the relationships between the degree of transformational leadership of leader, the employability factors of individual employees, and employee turnover. The model will input data from previous empirical research to define parameters for these variables in NetLogo. This simulation model shows how workers and leaders interact and how these interactions affect the employability and retention of each employee over time, as well as how employability affects the individual’s turnover behavior once they become dissatisfied with their leader. Results demonstrate that there is a positive relationship between transformational leadership and employability, and transformational leadership and employee retention, in some organizations from the model. This study contributes to organizational research on retention by looking at the dynamic impacts of both transformational leadership and employability in an employee’s decision to leave their organization. Additionally, changes in this study can look at other factors affecting employee retention. The resulting research will impact practice by clarifying the interdependence of leadership and employability on employee retention, leading to new innovations to decrease the turnover in organizations. This model will be replicable and adjustable to look at other factors impacting employee retention that are worth studying.

"Bow to the Queen" is an investigation of the presence of classism within the American renaissance faire subculture and the way it impacts communication between community members. While "rennie" subculture has been the subject of many ethnographies in the past, this thesis uses quantitative data to first identify the state of classism and then analyze any effects or correlations it maintains with communication. The literature review shows that unlike past studies, "Bow to the Queen" does not compare members of the renaissance faire community to outsiders, but rather defines the complex social structure and uses it to compare different subgroups of "rennies" to each other. After composing and releasing a survey designed to discreetly measure community members' communication patterns and attitudes toward fellow participants, 100 surveys were collected from current renaissance faire employees from 29 different festivals around the United States. Questions primarily inquired about the relationships between members of the community who stay local to one festival versus those who travel the festival circuit full-time. While results did not prove a definitive nor direct relationship between the presence of classism and increased or decreased communication, they did show that the prevalence of prejudice between social echelons is a far more nuanced construct than was first considered. Ultimately, the significance of this study comes down to the way it demonstrates a fair and thorough treatment of fringe subcultures that are often looked at superficially by the academic community, and by doing so help prevent the pathologization of such cultures in the future.