Date of Conferral
2023
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Kenneth D. Gossett
Abstract
High voluntary employee turnover rates can be expensive for businesses since more than half of the U.S. workforce changed jobs or left their employers in 2020. Owners of holistic wellness centers who experience high voluntary turnover can experience issues involving maintaining workloads, keeping patients satisfied, and maintaining a competitive edge. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore strategies for holistic wellness center owners in the northeastern region of the U.S. to decrease voluntary employee turnover. Data were collected from semistructured interviews with three holistic wellness center owners and analyzed using thematic analysis. Three themes emerged: caring work environment, employee compensation and bonuses, and encouraging open communication. A key recommendation is for managers to be transparent in their communications with employees and promote loyalty to the mission of their organization and the clients they serve. The implications for positive social change include the potential to reduce employee turnover, increase revenue, and create stable businesses that will contribute to job creation, reduce unemployment, and strengthen local communities.
Recommended Citation
Eisenberg-Rayburn, Traci N/A, "Strategies Used to Mitigate Voluntary Employee Turnover in Holistic Wellness Centers" (2023). Walden Dissertations and Doctoral Studies. 12973.
https://scholarworks.waldenu.edu/dissertations/12973
