Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Dina Samora
Abstract
Voluntary employee turnover results in considerable costs for organizations, loss of tacit knowledge, depletion of high-quality goods and services, and economic hardship in local communities. Leaders flourish by maintaining knowledge embedded in the organization. Grounded in Herzberg’s two-factor theory, the purpose of this multiple case study was to explore strategies retail managers from the southwest region of the United States use to reduce voluntary employee turnover. Data were collected using in-person and virtual semi-structured interviews with ten retail managers from different establishments who used successful strategies to reduce voluntary employee turnover. Four themes emerged from the thematic analysis: effective communication and streamlined work processes; competitive benefits packages, incentives, and rewards; positive work environment and training and development. Key recommendations are that retail leaders employ effective communication and streamlined work processes, offer competitive benefits packages, incentives, and rewards, cultivate a positive work environment, and focus on immediate and ongoing training and development. Implications for positive social change include the potential for employment longevity and providing meaningful lives to family members in local communities.
Recommended Citation
Jackson, Dawn Nicol, "Strategies Retail Managers Use to Reduce Voluntary Employee Turnover" (2022). Walden Dissertations and Doctoral Studies. 13455.
https://scholarworks.waldenu.edu/dissertations/13455
