Date of Conferral

2021

Degree

Ph.D.

School

Psychology

Advisor

Robert Haines

Abstract

High turnover and low engagement among restaurant employees cost restaurant owners thousands of dollars per employee each year due to costs associated with training and lost productivity. Competency models are used in many industries to improve employee engagement and reduce turnover, but there is a gap in knowledge surrounding the use of competency models in restaurant organizations. The purpose of this pretest-posttest quasi-experimental quantitative study is to examine if the implementation of a competency model affects turnover intent and employee engagement for restaurant employees. Employee engagement and turnover intent were measured before and after a competency model was implemented. Four sample groups were included in this study: full-time employees at a full-service restaurant, full-time employees at a fast-casual restaurant, part-time employees at a full-service restaurant, and part-time employees at a fast-casual restaurant. Paired samples t tests were conducted to determine if there was a statistically significant difference between the pre- and posttest employee engagement or turnover intent scores. The competency model implementation had a statistically significant effect on employee engagement and turnover intent scores for all sample groups, except for turnover intent scores for full-time employees at a full-service restaurant. There was also a positive correlation between turnover intent and employee engagement for part-time employees, and a negative correlation between turnover intent and employee engagement for full-time employees. The results of this study promote positive social change through evidence that the use of a competency model positively affects turnover intent and employee engagement for restaurant employees.

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