Date of Conferral
5-30-2024
Date of Award
May 2024
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Elizabeth Musil
Abstract
High employee turnover costs are prevalent in academic healthcare centers. Healthcare center leaders who experience high employee turnover also experience high operational costs. Grounded in Blau's social exchange theory, the purpose of this qualitative multiple-case study was to explore strategies executive and senior healthcare leaders utilized to minimize employee turnover costs. Through interviews with four academic healthcare center leaders on the East Coast of the United States, using Ming-Shu Yuan's (2019) narrative analysis, four primary themes were identified: (a) strategies, (b) implementation, (c) measuring success, and (d) leadership support. One key recommendation is for academic medical center leaders to increase senior leadership visibility and use acknowledgment and recognition to engage employees and reduce turnover costs. The implications for positive social change include the potential for reducing unemployment within local communities and increasing funding for social outreach programs.
Recommended Citation
Coates, Karen, "Strategies for Reducing Employee Turnover Costs" (2024). Walden Dissertations and Doctoral Studies. 15885.
https://scholarworks.waldenu.edu/dissertations/15885
