Business Commons^™

Essays On Sales Force Turnover And Job Satisfaction, Hossein Hashemi Bahramani

Doctoral Dissertations

Salespeople are among the most valuable resources of a firm. The salesperson’s roles in value realization includes translating a firm’s offerings into financial and relational rewards, co-creating value with customers, and forming and maintaining business relationships. Thus, retaining salespeople and enhancing their job satisfaction are among the top priorities of managers and the focus of this dissertation. This dissertation presents three essays in sales management. Essay 1 provides a quantitative synthesis of turnover literature using meta-analytical methods. Using 129 samples of 36,436 salespeople, this study conceptualizes the antecedents of salesperson turnover into 30 unique groups and presents a bivariate meta-analysis …

Effectiveness Of Virtual Onboarding, Shanker Menon

USF Tampa Graduate Theses and Dissertations

During the COVID pandemic that began in 2020, interest in onboarding efficacy increased with going virtual. This survey research study focused on the effectiveness of virtual onboarding by comparing it with face-to-face (traditional) and hybrid onboarding. It spanned 12 different business sectors and involved 730 respondents, including executives, managers, technical personnel, and non-managerial staff. This exploratory study investigated the influence of the onboarding process on important organizational variables, including turnover intention and perception of self-performance. In addition, the study investigated the perception of success of the onboarding process. Results indicated that hybrid onboarding was the most effective followed by virtual …

A Framework For Retaining A Multigenerational Workforce, Steev Usungu

Doctor of Strategic Leadership (DSL) Capstone Abstracts

Voluntary employee turnover has become a prevalent concern in the modern global labor market. The exodus of competent talent makes it harder for organizations to meet their business objectives. Excessive turnover affects organizations' day-to-day operations, including their ability to compete in a global market (Allen al., 2010). The voluntary departure of highly skilled individuals can have significant organizational implications (Brown et al., 2015). The departure of highly skilled personnel can result in direct and indirect adverse expenses. Employee separation, recruiting, and onboarding are direct expenditures associated with worker turnover (Jannet et al., 2020). Indirect turnover costs include decreased group productivity, …

The Impact Of The Corporate Workspace On Employee Happiness And Turnover Rate, Sarah Ayla Johnston

Management Undergraduate Honors Theses

The physical workspace is one that we can see, touch and smell (Morgan, 2018). From the floor layout to the furniture that fills the space, it all makes up the physical workspace where employees come to work. Physical workspaces can also include a cafeteria, gym, arcade area, etc. Prior studies have shown that small, yet meaningful modifications can be made to achieve an optimal workspace (Heitzman, 2018). The purpose of this study is to collect data from employees who conduct work in different office layouts to see how their physical workspace affects their overall happiness and their intent of staying …

Cybersecurity Breaches And Auditor Turnover, Kilian O'Connell

Honors Theses and Capstones

No abstract provided.

Exploring Employee Turnover In The Healthcare Industry, Gloria Scott

Walden Dissertations and Doctoral Studies

Employee turnover is a challenging issue many organizations face resulting in lost productivity, profitability, and sustainability. Nursing leaders are concerned with employee turnover because patient quality of care and safety could suffer adversely. Grounded in the context emergent turnover theory, the purpose of this qualitative multiple case study was to explore strategies nursing leaders used to reduce employee turnover. The participants were six nursing leaders of healthcare organizations in New York State. Data were collected using semistructured virtual interviews conducted by telephone and Zoom, reviewing an organization document, and company public websites. Data were analyzed using methodological triangulation to identify …

Strategies Call Center Managers Use To Reduce Employee Turnover, Sheena R. Wheeler

Walden Dissertations and Doctoral Studies

Excessive employee turnover can disrupt an organization's efficient operational performance. Call center managers remain concerned with excessive employee turnover due to the expense of lost productivity, recruiting, and training new employees. Grounded in Herzberg’s two-factor theory of motivation, the intent of this qualitative single case study was to explore strategies call center managers use to reduce employee turnover. The participants consisted of five managers in one financial service call center in Nebraska who used successful strategies to reduce employee turnover. Data was collected using semistructured interviews and a review of the employee handbook. Four themes emerged through Yin’s 5-step process: …

Lived Experiences Of Millennial Employees Engaged In Mentorship In Their Workplaces For Turnover Reduction, Shaundra Webb, Ph.D.

Walden Dissertations and Doctoral Studies

While the Millennial generation is steadily taking over jobs that were previously assigned to Baby Boomers, it is unclear how the current job market and modern work environment are adjusting to accommodate this new and unique generation. The purpose of this study was to explore the lived experiences of Millennial employees engaged in mentorship in their workplaces for turnover reduction. The research question was: What are the lived experiences of Millennial employees engaged in mentorship in their workplace’s turnover reduction. Employing a qualitative descriptive phenomenological approach and purposive sampling technique, the researcher recruited 16 participants to complete semi structured interviews …

Strategies Used To Mitigate Voluntary Employee Turnover In Holistic Wellness Centers, Traci N/A Eisenberg-Rayburn

Walden Dissertations and Doctoral Studies

High voluntary employee turnover rates can be expensive for businesses since more than half of the U.S. workforce changed jobs or left their employers in 2020. Owners of holistic wellness centers who experience high voluntary turnover can experience issues involving maintaining workloads, keeping patients satisfied, and maintaining a competitive edge. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore strategies for holistic wellness center owners in the northeastern region of the U.S. to decrease voluntary employee turnover. Data were collected from semistructured interviews with three holistic wellness center owners and analyzed using thematic analysis. …

Retention Strategies For Managers Of Generation Y Employees, Michael Askari

Walden Dissertations and Doctoral Studies

Employee turnover may lead to increased business costs, degradation of employee mental health, and more taxes on social programs. Managers of Generation Y employees are concerned with turnover because Generation Y employees tend to leave within 12 months of being hired. Grounded in the job embeddedness theory, the purpose of this qualitative multiple-case study was to explore management retention strategies to reduce Generation Y turnover. The participants were six managers of Generation Y employees from six retail businesses who successfully retained employees for more than 12 months. Data were collected using semistructured interviews, journal notes, and a review of public …

Strategies Call Center Managers Use To Reduce Employee Turnover, Sheena R. Wheeler

Walden Dissertations and Doctoral Studies

Excessive employee turnover can disrupt an organization's efficient operational performance. Call center managers remain concerned with excessive employee turnover due to the expense of lost productivity, recruiting, and training new employees. Grounded in Herzberg’s two-factor theory of motivation, the intent of this qualitative single case study was to explore strategies call center managers use to reduce employee turnover. The participants consisted of five managers in one financial service call center in Nebraska who used successful strategies to reduce employee turnover. Data was collected using semistructured interviews and a review of the employee handbook. Four themes emerged through Yin’s 5-step process: …

Retention Strategies For Managers Of Generation Y Employees, Michael Askari

Walden Dissertations and Doctoral Studies

Employee turnover may lead to increased business costs, degradation of employee mental health, and more taxes on social programs. Managers of Generation Y employees are concerned with turnover because Generation Y employees tend to leave within 12 months of being hired. Grounded in the job embeddedness theory, the purpose of this qualitative multiple-case study was to explore management retention strategies to reduce Generation Y turnover. The participants were six managers of Generation Y employees from six retail businesses who successfully retained employees for more than 12 months. Data were collected using semistructured interviews, journal notes, and a review of public …

Effective Onboarding Strategies To Increase Talent Retention, Mark L. Carpenter

Walden Dissertations and Doctoral Studies

Human resource (HR) leaders are concerned about the adverse effects of employee turnover on employees and organizational success. Without a successful introduction to the corporate culture, employees may be more likely to exit their positions, resulting in higher recruitment costs and lower productivity for companies. Grounded in social exchange theory, the purpose of this generic qualitative study was to explore onboarding strategies organizational HR leaders use to reduce employee turnover. The participants were six HR leaders at light manufacturing companies in the United States Midwest region who successfully reduced employee turnover. Data from semistructured interviews and publicly available documents were …

Effective Onboarding Strategies To Increase Talent Retention, Mark L. Carpenter

Walden Dissertations and Doctoral Studies

Human resource (HR) leaders are concerned about the adverse effects of employee turnover on employees and organizational success. Without a successful introduction to the corporate culture, employees may be more likely to exit their positions, resulting in higher recruitment costs and lower productivity for companies. Grounded in social exchange theory, the purpose of this generic qualitative study was to explore onboarding strategies organizational HR leaders use to reduce employee turnover. The participants were six HR leaders at light manufacturing companies in the United States Midwest region who successfully reduced employee turnover. Data from semistructured interviews and publicly available documents were …

Call Center Retention: A Correlational Study Of Work Attitudes And Satisfaction Of Training And Development For Customer Service Agents, Jacquelyn Holmes Birocci

Electronic Theses and Dissertations

The focus of this study was the theoretical model of work attitudes that customer service representatives have about their jobs, the level of satisfaction they have with training and development, and the relationship of work attitudes and satisfaction with employee retention within U.S.-based software as a service inbound call centers. The purpose of this quantitative correlational research was to investigate if and to what extent work attitudes and satisfaction of training and development had a relationship with employee retention within U.S.-based inbound call centers. A quantitative methodology was used to explore if work attitudes and satisfaction of training and development …

Addressing Mental Health Of Hospitality Employees: An Exploratory Study, Chase Izell

Management Undergraduate Honors Theses

Exacerbated by a global pandemic, mental health challenges within hospitality professionals are an area of growing prevalence and concern for the industry. Historically unaddressed, these issues are continuing to impact the morale of essential talent which is promoting a culture of turnover that defines the industry today. Aside from the direct costs incurred by voluntary employee termination, the indirect costs to workplace culture and guest satisfaction have furthered the overall financial impact of a largely untreated problem. The objective of this research is to provide evidence of declining mental health in the hospitality industry while illuminating the key contributors to …

The Effect Of Magnet Hospitals On Nursing Burnout, Jonathan Settle, Michael Davis

Theses, Dissertations and Capstones

Introduction: Burnout has been a problem in health care for many years and it has particularly affected nurses. Nurse burnout was associated with worsened outcomes for nurses such as increased turnover or quitting and lower job satisfaction. There was a question as to how work environment and governance style influenced burnout.

Purpose of the study: The purpose of this research was to examine Magnet-designation status in U.S. hospitals, specifically shared governance and structural empowerment, and its effects on the rates of nurse burnout, nurse turnover, and job satisfaction of nurses.

Methodology: This study utilized a literature review. Four databases as …

Retention Strategies For Call Center Representatives In The U.S. Airline Industry, Lisa Lott

Walden Dissertations and Doctoral Studies

Voluntary turnover of call center employees threatens productivity, service levels, the customer experience, and the financial stability of businesses. Airline business call center leaders should be concerned about the time, stress, and cost of hiring and training new employees and the negative impact on business outcomes. Grounded in Mitchell’s job embeddedness theory, the purpose of this qualitative single-case study was to explore strategies airline business call center leaders use to reduce voluntary turnover among customer service representatives. The participants were five leaders in an airline business call center located in Houston, Texas. Data were collected using semi-structured interviews and a …

Retention Strategies For Human Service Nonprofit Employees, Ebonee F. Shaw

Walden Dissertations and Doctoral Studies

Human resource challenges are a pressing issue for nonprofit organizations. Nonprofit leaders who do not successfully implement retention strategies negatively impact organization performance and turnover rates. Grounded in the motivational needs theory, the purpose of this qualitative multiple case study was to explore retention strategies leaders use to reduce turnover in the nonprofit industry. Study participants included three nonprofit leaders who successfully implemented retention strategies in human service agencies focused on children and families in North St. Louis County. Data were collected using semistructured interviews, a review of the current strategic plan, employee retention statistics, public records published by Guidestar, …

Strategies Retail Managers Use To Reduce Voluntary Employee Turnover, Dawn Nicol Jackson

Walden Dissertations and Doctoral Studies

Voluntary employee turnover results in considerable costs for organizations, loss of tacit knowledge, depletion of high-quality goods and services, and economic hardship in local communities. Leaders flourish by maintaining knowledge embedded in the organization. Grounded in Herzberg’s two-factor theory, the purpose of this multiple case study was to explore strategies retail managers from the southwest region of the United States use to reduce voluntary employee turnover. Data were collected using in-person and virtual semi-structured interviews with ten retail managers from different establishments who used successful strategies to reduce voluntary employee turnover. Four themes emerged from the thematic analysis: effective communication …

Relationship Between Job Performance, Compensation, And Turnover Intention In The Retail Industry, Donald Lynn Sewell

Walden Dissertations and Doctoral Studies

Employee turnover intention can lead to voluntary employee turnover, costing retail organizations millions of dollars annually. Retail business leaders who fail to address voluntary turnover intention face increased voluntary employee turnover and reduced operational performance. Grounded in equity theory, the purpose of this study was to examine the relationship between employee job performance, employee compensation, and voluntary turnover intention in the retail industry. Data were collected from 76 Texas retail store management employees using the Self-Rated Job Performance Survey, Compensation Survey, and Modified Turnover Intention Scale. The results of the multiple linear regression were significant, F (2, 73) = 4.43, …

Strategies To Reduce Flight Attendant Voluntary Turnover, Jorge Tobar

Walden Dissertations and Doctoral Studies

Flight attendant voluntary turnover can lead to staffing shortages that can cause severe disruptions to flight schedules, damage the airlines’ reputations, and negatively affect revenues, which are significant challenges for airline leaders. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple-case study was to explore strategies airline leaders use to reduce flight attendant voluntary turnover. Data were collected from four leaders from four U.S. airlines in the southwestern United States using semistructured interviews and reviews of organizational documents. Five themes emerged from thematic analysis: improving compensation and benefits packages, implementing rewards and recognition programs, increasing supervisory support, expanding …

Retention Strategies For Call Center Representatives In The U.S. Airline Industry, Lisa Lott

Walden Dissertations and Doctoral Studies

Voluntary turnover of call center employees threatens productivity, service levels, the customer experience, and the financial stability of businesses. Airline business call center leaders should be concerned about the time, stress, and cost of hiring and training new employees and the negative impact on business outcomes. Grounded in Mitchell’s job embeddedness theory, the purpose of this qualitative single-case study was to explore strategies airline business call center leaders use to reduce voluntary turnover among customer service representatives. The participants were five leaders in an airline business call center located in Houston, Texas. Data were collected using semi-structured interviews and a …

Strategies To Overcome The Truck Driver Shortage In The United States, Erica Duckering

Walden Dissertations and Doctoral Studies

High truck driver turnover rates negatively impact company profits, business operations, and customer satisfaction. Oil and gas industry supply chain and logistics leaders who lack strategies to recruit and retain truck drivers experience declines in revenue, operational effectiveness, and customer retention. Grounded in total quality management theory, the purpose of this qualitative multiple case study was to identify and explore strategies used in the oil and gas industry to retain and recruit qualified truck drivers effectively. The participants comprised six oil and gas industry leaders in the greater Houston, Texas area who successfully managed truck driver recruitment and retention strategies …

Bank Manager Strategies To Retain Skilled Employees Beyond 5 Years, Lana Faye Martin

Walden Dissertations and Doctoral Studies

AbstractThe banking industry is fraught with low employee retention threatening the bank’s ability to perform optimally. Bank managers who fail to implement strategies to retain skilled employees experience reduced productivity and increased turnover costs. Grounded in the job embeddedness theory, the purpose of this qualitative single-case was to explore strategies bank managers use to minimize employees' intent to leave during downtimes in the banking industry. The participants were four employees of a Fortune 500 bank located in the U.S. in Virginia. Data were collected using semistructured interviews and a review of organizational employee handbooks. The six themes identified through a …

Strategies To Retain Bank Tellers In The Banking Industry, Travis Deandre Houser

Walden Dissertations and Doctoral Studies

Bank and credit union managers face challenges in preserving bank productivity and competition. Understanding the factors contributing to teller retention is vital for bank and credit union managers to create and implement employee retention strategies. Effective retention strategies may help retain the best tellers to remain competitive in the banking industry. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative multiple case study was to identify successful strategies bank managers use to improve bank teller retention. The participants were six managers from two banks and one credit union in Montgomery, Alabama, who successfully implemented teller retention strategies. Data were …

Sales Application Engineer Turnover Intentions: An Exploration Of Education, Age And Job Tenure Through The Met-Expectations Perspective, William Kelley

Theses and Dissertations

Both individually and in combination, globalization and the increasing use of information technology are creating unrelenting competitive pressures on organizations once protected by distance (Porter, 1999; Porter & Millar, 1985; Narus & Anderson, 1985; Boyle, 1996). These once-protected firms, historically operating in competitive landscapes limited to local firms, now compete with organizations located across state lines and oceans. In order to compete and survive, firms must adjust to the new competitive dynamics wrought by these changes (Teece, 2000). As knowledge has been identified as one of the most important sources of competitive advantage (Drucker, 1999) and profitability (Grant, 1991), this …

The Effect Of Perceived Justice And Organizational Embeddedness On Employee Morale And Voluntary Turnover Rate After Layoffs In The Hospitality Industry, Jungjoo Bae

UNLV Theses, Dissertations, Professional Papers, and Capstones

The purpose of this study was to examine the factors that reduce the detrimental impact of layoffs. This research found that damaged employee morale and increased turnover intention of survivors after layoffs can cause more adverse impact on companies where layoffs were conducted. Also, it was found that perceived justice and organizational embeddedness can reduce the possibility of having destructive outcomes after layoffs. Additionally, the moderating impact of organizational embeddedness on the effect of perceived justice on employee morale and turnover intention was researched. Data were gathered from junior and senior undergraduate students majoring in hospitality management with at least …

The Relationship Between Family-Friendly Workplace Policies And Accountant Turnover, Katie Landgraf

Walden Dissertations and Doctoral Studies

Prolonged high turnover rates have caused a shortage of accountants; unfortunately, managers have not successfully taken action to avoid these circumstances. Reducing the high turnover is necessary for accountant managers to replenish the accountant shortage, reduce turnover costs, and protect the accounting industry’s reputation for supporting its employees. Grounded in the social exchange theory, the purpose of this quantitative correlational study was to examine the relationship between childcare support, alternative work schedules, and work–family culture and accountant turnover intention. The participants comprised 185 accountants who responded to a National Study of a Changing Workforce questionnaire. The results of the multiple …

Strategies To Reduce Voluntary Employee Turnover In Big-Box Retailers, Destiny Cheyenne Harper-Lane

Walden Dissertations and Doctoral Studies

Each year, more than 33 million employees in the United States voluntarily quit their jobs. Voluntary employee turnover is prevalent in the big-box retail industry, thus making it an important focus for managers. Grounded in transformational leadership theory, the purpose of this qualitative multiple case study was to explore strategies big-box retail managers used to reduce voluntary employee turnover. The participants comprised 14 managers from 11 different retailers with proven employee retention best practices from big-box retail locations in San Antonio, Texas. Data collection involved semi-structured interviews, company documents, company websites, and the Bureau of Labor Statistics website. Four themes …