Date of Conferral

7-7-2026

Date of Award

July 2026

Degree

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

School

Management

Advisor

Ashley Riebel

Abstract

Intention to quit remains a significant challenge for retail organizations, contributing to recruitment and training costs, workforce instability, and operational disruptions. The purpose of this quantitative correlational research project was to examine the relationship between employee engagement, gender, and intention to quit among frontline retail employees in the Mid-Atlantic United States. Grounded in employee engagement theory, participants included 71 frontline retail employees. Data were collected using the Utrecht Work Engagement Scale, an Intention to Quit Scale, and demographic questions. Composite scores were calculated for employee engagement and intention to quit, and the data were analyzed using descriptive statistics, reliability analysis, and multiple linear regression. The results of the multiple linear regression model were statistically significant, F(2, 68) = 6.03, p = .004, R² = .151. Employee engagement significantly predicted intention to quit, B = -0.672, t = -3.222, p = .002, indicating that higher employee engagement was associated with lower intention to quit scores. Gender was not a statistically significant predictor, B = 3.448, t = 1.85, p = .069. A key recommendation is to prioritize employee engagement initiatives and equip frontline managers with the skills needed to foster supportive, engaging work environments. The implications for positive social change include the potential for retail leaders to implement engagement strategies that improve workforce stability and enhance employee well-being in the communities they serve.

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