Date of Conferral
1-1-2021
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Michael Lavelle, Edgar Jordan
Abstract
Employee turnover can be costly; estimates for recruiting and training new hires are between 90% and 200% of the employee's annual salary. Understanding employee intent to leave is critical for managers to reduce turnover rates. Grounded in Herzberg’s two-factor model, the purpose of this quantitative correlational study was to examine the relationship between federal government agency employees' perception of their work experience, employee perception of supervisors, and employee intent to leave. Secondary data from 359,120 completed surveys from the 2020 Federal Employee Viewpoint Survey (FEVS) were analyzed. The results of the binary logistic regression were significant, X2 (359,120) = 17609.539, p < .001. In the final model, only employee perception of work experience was significant (p < .001, ß = -.162). A key recommendation is for managers to keep communication lines open with their employees to continue to provide positive work experiences. The implication for positive social change includes the potential for managers to improve work experience and strengthen an organization’s workforce, thus benefiting local economics by stabilizing income and improving long-term wealth.
Recommended Citation
Denning, Kathryn F., "Relationship Between Employee Perception of Work Experience, Employee Perception of Supervisors, and Intent to Leave" (2021). Walden Dissertations and Doctoral Studies. 11387.
https://scholarworks.waldenu.edu/dissertations/11387
Included in
Business Administration, Management, and Operations Commons, Other Public Affairs, Public Policy and Public Administration Commons
