Date of Conferral
Doctor of Business Administration (D.B.A.)
The cost of voluntary employee turnover affects business success or failure. Turnover costs for replacing mission-critical, public higher education institutions employees influence student experience and satisfaction. Grounded in Herzberg’s motivational-hygiene theory, the purpose of this qualitative single case study was to explore strategies three department managers at a public higher education institution use to reduce voluntary employee turnover in South Florida. Data were analyzed using thematic analysis of semistructured interviews and organizational documents such as policies and procedures. Four themes emerged were the need for personnel action forms, organizational policies, performance reports, and training reports. A key recommendation for higher education department managers is to implement a recognition and rewards program that could improve job satisfaction and loyalty to the organization, which leads to reduced voluntary turnover. The second recommendation is for department managers to adopt an open communication policy to keep employees informed of organizational updates and engaged in the organization, influencing their intent to leave the organization. The impact for positive social change includes reduced turnover rates that keep employees employed, engaged in their local communities, and invest in local economies.
Brito, Jennifer Christine, "Exploring Strategies to Reduce Voluntary Employee Turnover in Public Higher Education Institutions" (2021). Walden Dissertations and Doctoral Studies. 10975.