Date of Conferral

2023

Degree

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

School

Business Administration

Advisor

Laura Thompson

Abstract

AbstractEmployee turnover intention is the principal antecedent and predictor of employee turnover behavior, which is a substantial threat to automotive retail dealerships’ current and future organizational performance. Understanding employee turnover intentions is vital for dealership general managers to reduce salesperson turnover, manage dealership costs, and maintain dealership competitive advantages. Grounded in Herzberg’s two-factor theory, the purpose of this quantitative correlational study was to examine the relationship between opportunity for advancement, salary/pay, and employee turnover intention among automobile salespeople. Using an online survey administered by Survey Monkey, data were collected from 76 retail salespeople in Tennessee, Kentucky, and Alabama. The survey questions were drawn from the Minnesota Satisfaction Questionnaire (Short Form), the Pay Satisfaction Questionnaire, and Cohen’s Turnover Intention Scale. The results of the multiple linear regression were significant, F (2, 73) = 25.897, p <.001, R2 = .415. The recommendation is for dealership general managers to collaborate with dealership human resource partners to design and implement transparent succession planning processes that promote pay and advancement opportunities to reduce employee turnover intentions. The implication for positive social change includes the potential for pay and succession structures that improve the salesperson’s work experience, thus contributing to ongoing, lucrative employment opportunities that contribute to and enhance the relationship between the dealership, retail salespersons, and the community that they serve.

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Business Commons

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