Date of Conferral

2021

Degree

Doctor of Psychology (Psy.D.)

School

Psychology

Advisor

Wayne Bonham

Abstract

Finance organizations are taking on the challenges involved in keeping workers and determining the reasons why there is turnover within a certain time period. Leaders need to develop cultural knowledge to effectively understand and aid organizations in terms of job satisfaction and avoiding turnover intent. When workers are committed and loyal, companies save time and money. The purpose of the study was to determine the impact of culturally diverse leadership on job satisfaction and turnover intent. Herzberg’s two-factor theory was used to address behaviors and determine outcomes. The research addressed how culturally diverse leadership influenced job satisfaction and turnover intentions in finance organizations. Data were collected from 55 participants who were found using Facebook, LinkedIn, and Walden Participation Pool from finance organizations who were 18 and over working in the company for 1 year or more. The Job Satisfaction Survey (JSS), Turnover Intention Scale (TIS), and SHRM Diversity Survey were used for the data collection with standard deviation, and range of scores for the variables culturally diverse leadership, job satisfaction and turnover intent that were calculated. A cross sectional survey was used looking for culturally diverse leaders investigating the relationship between job satisfaction and turnover intent, which was used for testing the hypotheses on the research questions. Data analysis confirmed that culturally diverse leadership is correlated with employee satisfaction. Findings from the study may provide positive social change by increasing awareness that culturally diverse leadership has positive benefits for organizations.

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