Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Christopher Beehner
Abstract
Employee turnover can cost an organization 30% to 250% of a worker’s annual compensation to replace and train an employee. Understanding employee intent to leave is vital for human resource managers in the field service industry to help reduce turnover. Grounded in Alderfer’s Existence, Relatedness, and Growth (ERG) theory, the purpose of this quantitative correlation study was to examine the relationship between work engagement, employee burnout, and employee turnover intention in the field service industry. The participants were 169 full-time service repair employees residing in the metropolitan Houston, Texas area who completed the Utrecht Work Engagement Scale, Maslach Burnout Inventory, and Turnover Intention Scale surveys. The results of the multilinear regression were significant, F(2, 166) = 66.19, p < .0005. The R2 was .437, indicating the model accounted for approximately 43.7% of the variance in turnover intention. In the final model, both predictors were significant, with employee burnout (p < .001 , t = 7.732, ß = .454) providing a higher contribution to the prediction model than work engagement (p < .001 , t = 7.089, ß = -.416). The implications for positive social change include reduced unemployment and increased business profitability, possibly leading to increased tax income and decreased government dependence by community members.
Recommended Citation
Randle, Lannita J., "The Relationship Between Work Engagement, Burnout, and Employee Turnover Intention" (2022). Walden Dissertations and Doctoral Studies. 13706.
https://scholarworks.waldenu.edu/dissertations/13706
