Date of Conferral

2022

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Natalie Casale

Abstract

Employee turnover is a concern for leaders in the nursing home industry because employees with turnover intentions may negatively impact the continuity of operations and strategic plans, resulting in poor quality of care for residents. Grounded in House's path-goal theory, the purpose of this quantitative, correlational study was to examine the relationship among idealized attributes, idealized behaviors, inspirational motivation, intellectual stimulation, individualized consideration, contingent reward, management by exception-active management by exception-passive, and turnover intentions in RNs. The independent variables were the subcategories of transformational and transactional leadership. The dependent variable was turnover intentions. Participants included 110 nonmanagement RNs working in long-term care facilities in Illinois. Data was collected using the Multifactor-Leadership Questionnaire (MLQ-5x short) and the Turnover Intentions Scale (TIS-6). The multiple linear regression analysis results indicated the model was able to significantly predict turnover intentions: F(8,101) = 8.53, p < .001, R²= .40, R²adj = .36. In the final model, three predictors were significant, inspirational motivation (t=-1.87, p=<.010, β=-.323), contingent reward (t=2.15, p=<.015, β=.289), and management by exception passive (t=5.29, p=<.001, β=.387). A key recommendation is for nursing home leaders to encourage development, positive morale, and recognize employees for good performance. The implication for positive social change includes the potential to minimize employee turnover and enhance the quality of healthcare for nursing home patients.

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Nursing Commons

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