Date of Conferral

2-7-2024

Date of Award

February 2024

Degree

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

School

Business Administration

Advisor

Meridith Wentz

Abstract

Electrical field service leaders are concerned with losing human capital as it requires the shifting or reallocating of economic and non-economic resources to maintain operations and financial goals. Grounded in Herzberg’s two-factor theory, the purpose of this quantitative correlational study was to examine the relationship between general job satisfaction, employee motivation, and employee turnover intentions. Participants included 51 electrical field service leaders in the electrical field service industry who completed the Minnesota Satisfaction Questionnaire and the Motivational Trait Questionnaire. The multiple linear regression analysis results indicated the model could significantly predict employee turnover intentions, F(2, 48) = 15.29, p < .001, R2 = .389. In the final model, general job satisfaction was the only significant contributor (t = -5.15, p = < .001, β = -0.586). A key recommendation is for electrical field service leaders to implement goals around the mastery of a particular task, quarterly competitions around goal attainment, and regularly scheduled team meetings. The implications for positive social change include the potential to improve work–life balance, shift more time invested into the local community, and update models incorporating a multicultural workforce in the services sector.

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