Date of Conferral
The purpose of this study was to determine if transformational leadership, motivation, organizational culture, and person-organization (P-O) fit predict retention of Black millennials compared to White millennials. This study also determined if transformational leadership mediated the relationship between motivation and retention, if motivation mediated the relationship between P-O fit and retention, and if P-O fit mediated the relationship between culture and retention. With the millennial population making up approximately 50% of the workforce by 2020, it is important for organizations to determine which factors are affecting their retention. To predict employee retention, each variable was measured with 5 reliable online surveys. Two theoretical frameworks were used to include P-O fit, which focused on how organizational values influence behavioral outcomes, and expectancy theory, which focused on motivation, rewards, and behaviors. Seven research questions identified predictions of retention with a participant population of 170 (84 Black and 85 White). There were 7 analyses conducted to include a simple regression, multiple regression, mediation analysis, and independent samples t test. The results determined that all four variables were predictors of retention, P-O fit and organizational culture were the only 2 variables that affected the Black population more than the White population, motivation and retention affected the White population more than the Black population, and transformational leadership did not have an effect on retention of Black or White millennials. From this study, social change can occur when organizations modify their hiring processes and work environments to suit the needs and goals of Black millennials.
Grishby, Ashley Rhae, "Leadership and Culture Effects on Corporate Retention of Black Millennials" (2019). Walden Dissertations and Doctoral Studies. 7146.