Date of Conferral

2021

Degree

Ph.D.

School

Public Policy and Administration

Advisor

Anne J. Hacker

Abstract

The federal government faces critical human capital management challenges because of workforce retirements. Millennial retention is key to addressing some of these challenges. However, job satisfaction surveys have indicated retention concerns for existing millennial federal employees. The federal sector is struggling to compete with the private sector in employee retention among the millennial generation. An intrinsic motivation approach was used in this study, focusing on leadership and its role in retention. Strauss and Howe’s generational theory, the trait-based approach to leadership, and three leadership styles—transformational, ethical, and authentic—comprised the conceptual framework. The purpose was to explore the preferred leadership traits that may influence millennials to remain in federal service. A general qualitative inquiry was used, and 15 purposefully sampled federal millennial participants were recruited. The online survey data were analyzed using a deductive and inductive approach to coding. Traits were matched to their corresponding leadership style. The civilian participants favored a mix of traits, with many related to authentic and transformational leadership. A small sampling of military participants also indicated a preference for this same leadership style. This may indicate the need for the creation of a fresh style of leadership for millennials combining the preferred traits from all three leadership styles. This study’s results may lead to positive social change by helping federal leadership programs adapt leadership styles to improve employee retention among millennials. By maintaining and strengthening its millennial workforce, the federal government can continue to provide effective and efficient services on a national level.

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