Date of Conferral
Doctor of Business Administration (D.B.A.)
Employee turnover creates a skill loss and negatively affects productivity, reducing organizational effectiveness as well as increasing costs for recruitment and training of new employees. This important to business owners who want to sustain employees, prevent loss of profit, and productivity. Herzberg’s two-factor theory was the conceptual lens for this qualitative multiple case study which explored hair salon owners’ strategies to reduce employee turnover. The participants were 5 hair salon owners in the state of South Carolina. Data were collected through semistructured interviews and an analysis of company documents. Data were analyzed using Yin’s 5 phase process to identify patterns and themes. Member checking was completed to ensure accuracy and credibility. Three themes emerged: employee support, communication, and employee training. Investing in employees’ ideas and growth was a fundamental aspect of employee support. Having open lines of communication and creating and promoting employee training opportunities were essential in fostering employee retention. A key recommendation includes having opportunities for employees to communicate with owners. By improving their communication with employees, small business hair salon owners may reduce turnover and promote job sustainability. The implications for positive social change include the potential for salon owners to create jobs, retain employees, and support economic development in their communities.
Crosby-Hardin, Zanlandria M., "The Impact of Small Business Leadership on Employee Turnover" (2020). Walden Dissertations and Doctoral Studies. 8875.