Date of Conferral
Doctor of Business Administration (D.B.A.)
Dr. Kathleen Andrews
Voluntary employee turnover is a critical problem that affects every business entity. Mitigating voluntary turnover and increasing employee retention allows business managers to increase organization performance, reduce financial burdens, and promote business sustainability. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple case study was to explore strategies business managers use to mitigate voluntary turnover and increase employee retention in the nonprofit sector. The participants were three business managers from three different nonprofit organizations in a metropolitan area in Texas. Data were collected from semistructured interviews, organizational documents, and artifacts. Yin’s five-step process was used to analyze the data, resulting in three themes: flexible working conditions impact employee retention, employee engagement influences employee retention, and growth factors motivate employees. A key recommendation is that business managers implement flexible work schedules to reduce voluntary employee turnover. The implications for positive social change include the potential to improve employability, workers’ home life setting, and to better serve the community needs by keeping jobs local.
Elliot, Alisa, "Strategies for Reducing Voluntary Turnover in the Nonprofit Sector" (2021). Walden Dissertations and Doctoral Studies. 10713.