Date of Conferral



Doctor of Business Administration (D.B.A.)




Elisabeth Musil


Employee turnover continues to increase in the insurance industry because no minimum skill or education level is required to enter the U.S. insurance industry. Insurance leaders are concerned with reducing employee turnover, as it creates a risk to employee productivity and profitability. Grounded in Herzberg’s two-factor theory of motivation, the purpose of this qualitative multiple-case study was to explore strategies five insurance leaders from central Kansas used to reduce employee turnover. Data were collected using semistructured virtual interviews and a review of company records. Data were analyzed using Yin’s five-step approach, and three themes emerged: (a) supportive leadership, (b) incentives/benefits, and (c) training strategy. A key recommendation is that insurance leaders build relationships with employees and openly communicating with employees. The implications for positive social change include the possibility of a lower unemployment rate, creating stability for more families, and more money circulating within the community.