Date of Conferral

2023

Degree

Ph.D.

School

Psychology

Advisor

Nancy Bostain

Abstract

The problem addressed in this research was the inappropriate treatment of multicultural individuals by their immediate supervisors and the need for a thorough examination of cultural humility in organizational settings. This quantitative study used linear regression and moderation analyses to examine the relationship between cultural humility and intention to leave moderated by authentic leadership to determine how the participants’ perception of cultural humility in their immediate supervisor predicted their intention to leave. Another purpose was to examine whether authentic leadership moderated the relationship with intention to leave. The theoretical framework for this study included cultural humility, authentic leadership, and intention to leave theories. The target population was professionals 18 and older, living in the United States who worked in multicultural organizational settings and who reported to at least one immediate supervisor. The sample size for this study was 200. The methodology used was linear regression analysis, with moderation analysis used for one moderator. Cultural humility was a significant predictor of intention to leave at F(1, 198) = 21.19, p <.001. Authentic leadership and its subcomponents did not moderate the relationship between cultural humility and intention to leave. The research may have positive social change implications based on how managers and leaders use the outcomes to create and apply more culturally humble systematic business strategies so employees and leaders can share the same advantages and benefits.

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