Date of Conferral
2021
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Christopher Beehner
Abstract
Employee turnover reduces organizational performance through the increased financial and human resources required to hire and train new employees. Because correctional officers are essential to reducing the inmate recidivism rate, understanding the correlates of correctional officers’ intent to leave is essential to reduce turnover. Grounded in Herzberg’s two-factor motivation-hygiene theory, the purpose of this quantitative correlational study was to examine the likelihood of employee job satisfaction and leadership behavior perception predicting correctional officer turnover intentions. The participants were 68 correctional officers who worked in correctional facilities in Ohio and completed the Job Satisfaction Survey and Turnover Intention Scale surveys. The results of the multiple linear regression analysis indicated the full model containing the two predictor variables (employee job satisfaction and leadership behavior perception) was significant in predicting turnover intentions, F(2, 65) = 11.056, p < .001, R2 = .231. Recommendations include providing leadership training programs for correctional leaders and developing programs to improve job satisfaction among correctional officers. The implications for social change include reduced inmate recidivism rates with more inmates returning to the community and becoming positive, productive citizens.
Recommended Citation
Miller, Mary Lynn, "Employee Turnover Intentions in Correctional Facilities" (2021). Walden Dissertations and Doctoral Studies. 10739.
https://scholarworks.waldenu.edu/dissertations/10739
