Date of Conferral

2023

Degree

Ph.D.

School

Public Policy and Administration

Advisor

Amin Asfari

Abstract

Managers who lack support and training can exhibit conduct that leads to low rates of employee retention and job satisfaction. It is common in the United States for employees working government public service jobs to earn low wages. Managerial conduct impacts day-to-day operations for these low-wage positions. The purpose of this quantitative, nonprobability, correlational study was to examine whether there was a statistically significant relationship between managerial conduct, employee retention, and job satisfaction. Grounded in Herzberg’s two-factor theory, it was hypothesized that employees with bad managers were less likely to be retained and more likely to have low job satisfaction. The sample consisted of 109 participants (n = 52 women and n = 57 men) from sworn law enforcement, court administrators, correctional officers, juvenile justice employees, public defender office employees, and district attorney office employees. Data were collected using a Google survey, and participants were recruited from the university Facebook group, participant pool, as well as, LinkedIn. Simple linear regression was used to test the strength of association between variables. Participants with managers exhibiting good managerial conduct were less likely to leave their job and appeared to have high job satisfaction rates compared to participants with managers exhibiting bad conduct. Implications for positive social change include providing valuable information to criminal justice managers that can lead to the development of more comprehensive training programs for professional development and management that, in turn can result in lower turnover and higher satisfaction.

Download

Share

 
COinS