Effective Strategies to Reduce Employee Turnover at U.S. Higher Education Institutions
Date of Conferral
11-1-2023
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
LeVitta Bassett
Abstract
Employee intent to leave the organization has the potential for adverse business outcomes. Business owners are concerned with employee intent to leave, as it is the number one predictor of actual employee turnover. Grounded in transformational leadership theory, the purpose of this qualitative multiple-case study was to explore strategies higher education institution (HEI) leaders use to minimize employees’ intent to leave. The participants were six leaders of two HEI sector organizations who minimized employee intent to leave. Data were collected using semistructured interviews and a review of organization employee handbooks. Through thematic analysis, three themes were identified: (a) positive workplace culture characterized by transparent and efficient communication, (b) implementation of a salary and benefits strategy that incorporates rewards and recognition, and (c) promotion of employee empowerment through training and opportunities for personal growth. A key recommendation is for HEI leaders to implement a positive workplace culture through effective communication and monthly employee recognition activities. The implications for positive social change include the potential to retain valued employees, foster good social development, and support the local community workforce.
Recommended Citation
Wilkenson, Darline, "Effective Strategies to Reduce Employee Turnover at U.S. Higher Education Institutions" (2023). Walden Dissertations and Doctoral Studies. 15063.
https://scholarworks.waldenu.edu/dissertations/15063
