Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
David Blum
Abstract
Small businesses are negatively affected when employees voluntarily leave their jobs. Small business human resources (HR) leaders who implement strategies can enhance employee job satisfaction to reduce voluntary employee turnover. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple case study was to explore strategies small business HR leaders use to reduce voluntary employee turnover. The participants were five small business HR leaders from five different organizations in southern California who successfully implemented strategies to reduce voluntary employee turnover. Data were collected from semistructured interviews and company document reviews. Data were analyzed using Yin’s five phases. Three themes emerged: implementing work-life balance policies, having an open communication philosophy, and encouraging and managing the relationship between the employees and supervisors. A key recommendation is for small business HR leaders to openly communicate and engage with employees to increase organizational transparency and engagement, which might decrease voluntary employee turnover. The implications for positive social change include the potential to increase the time employees volunteer in local communities, provide more employment opportunities for community members, and improve community engagement with employees through mentoring and tutoring.
Recommended Citation
Afonso, Kristina, "Strategies Small Business Human Resources Leaders Use to Reduce Voluntary Employee Turnover" (2022). Walden Dissertations and Doctoral Studies. 12610.
https://scholarworks.waldenu.edu/dissertations/12610
