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Articles 1 - 30 of 37
Full-Text Articles in Business
The Effect Of Employee Appreciation Methods On Job Satisfaction Of Higher Education Support Staff, Joanna Carter
The Effect Of Employee Appreciation Methods On Job Satisfaction Of Higher Education Support Staff, Joanna Carter
Walden Dissertations and Doctoral Studies
Almost 80% of U.S. companies have an employee recognition program. Although there is a great deal of research on the factors that affect employees' job satisfaction in general, little is known about the effect of employee appreciation methods on support staff's job satisfaction within higher education institutions. The purpose of this quantitative study was to determine the effect of seven employee appreciation methods on the job satisfaction of support staff within higher education institutions. The study's theoretical framework consisted of Abraham Maslow’s theory of motivation, Victor Vroom’s expectancy theory, Frederick Herzberg’s motivation-hygiene theory, and Arne Kallenberg’s theory of job satisfaction. …
Postsecondary Education, Self-Efficacy, And Organizational Commitment Impact On Previously Incarcerated Employee Job Satisfaction, Elizabeth Sadler Roney
Postsecondary Education, Self-Efficacy, And Organizational Commitment Impact On Previously Incarcerated Employee Job Satisfaction, Elizabeth Sadler Roney
Walden Dissertations and Doctoral Studies
A study was conducted to determine if previously incarcerated employee age, postsecondary education (PSE) attainment, prior incarceration status, and assessed self-efficacy predict job satisfaction. It also considered if organizational commitment had a moderating effect on the predictors ability to forecast the criterion. Two underlying theories considered in this study are Bandura’s social learning theory and Vroom’s expectancy theory. The obtained sample of 22 participants included seven previously incarcerated individuals. Demographic data used as predictors were employee age, PSE attainment, and prior incarceration status. Three instruments used included the New General Self-Efficacy Survey to assess self-efficacy as a predictor, the Job …
Solutions To Project Managers’ Job Dissatisfaction., Patience O. Nwosu
Solutions To Project Managers’ Job Dissatisfaction., Patience O. Nwosu
Walden Dissertations and Doctoral Studies
There is a growing talent gap in the project management field, as project managers (PMs) are exiting the field due to job dissatisfaction. Though existing literature addresses employee job satisfaction, few studies have examined the specific needs of the PM. The purpose of this qualitative Modified four round Delphi study was to find futuristic, desirable, and feasible solutions to PMs’ job dissatisfaction in the United States. The research question was designed to identify solutions to PMs’ job dissatisfaction. This study was grounded in Hackman and Oldham’s job characteristics model, which says that skill variety, task identity, task significance, autonomy, and …
The Effect Of Employee Appreciation Methods On Job Satisfaction Of Higher Education Support Staff, Joanna Carter
The Effect Of Employee Appreciation Methods On Job Satisfaction Of Higher Education Support Staff, Joanna Carter
Walden Dissertations and Doctoral Studies
Almost 80% of U.S. companies have an employee recognition program. Although there is a great deal of research on the factors that affect employees' job satisfaction in general, little is known about the effect of employee appreciation methods on support staff's job satisfaction within higher education institutions. The purpose of this quantitative study was to determine the effect of seven employee appreciation methods on the job satisfaction of support staff within higher education institutions. The study's theoretical framework consisted of Abraham Maslow’s theory of motivation, Victor Vroom’s expectancy theory, Frederick Herzberg’s motivation-hygiene theory, and Arne Kallenberg’s theory of job satisfaction. …
Solutions To Project Managers’ Job Dissatisfaction., Patience O. Nwosu
Solutions To Project Managers’ Job Dissatisfaction., Patience O. Nwosu
Walden Dissertations and Doctoral Studies
There is a growing talent gap in the project management field, as project managers (PMs) are exiting the field due to job dissatisfaction. Though existing literature addresses employee job satisfaction, few studies have examined the specific needs of the PM. The purpose of this qualitative Modified four round Delphi study was to find futuristic, desirable, and feasible solutions to PMs’ job dissatisfaction in the United States. The research question was designed to identify solutions to PMs’ job dissatisfaction. This study was grounded in Hackman and Oldham’s job characteristics model, which says that skill variety, task identity, task significance, autonomy, and …
Postsecondary Education, Self-Efficacy, And Organizational Commitment Impact On Previously Incarcerated Employee Job Satisfaction, Elizabeth Sadler Roney
Postsecondary Education, Self-Efficacy, And Organizational Commitment Impact On Previously Incarcerated Employee Job Satisfaction, Elizabeth Sadler Roney
Walden Dissertations and Doctoral Studies
A study was conducted to determine if previously incarcerated employee age, postsecondary education (PSE) attainment, prior incarceration status, and assessed self-efficacy predict job satisfaction. It also considered if organizational commitment had a moderating effect on the predictors ability to forecast the criterion. Two underlying theories considered in this study are Bandura’s social learning theory and Vroom’s expectancy theory. The obtained sample of 22 participants included seven previously incarcerated individuals. Demographic data used as predictors were employee age, PSE attainment, and prior incarceration status. Three instruments used included the New General Self-Efficacy Survey to assess self-efficacy as a predictor, the Job …
Correlational Study: Relationship Between Religiosity/Spirituality, Work Engagement, And Job Satisfaction., Peninah Kavengi Kyengo
Correlational Study: Relationship Between Religiosity/Spirituality, Work Engagement, And Job Satisfaction., Peninah Kavengi Kyengo
Walden Dissertations and Doctoral Studies
AbstractEmployees desire self-fulfillment through meaningful work and look for ways to express their religiosity and spirituality experiences enhances their work engagement and job satisfaction. The problem is that limited understanding of these relationships prevents leaders and managers from implementing policies and procedures that develop or sustain an organizational culture to support employees' religiosity and spirituality. This study aimed to investigate the relationship between religiosity and spirituality (predictor variables) and employees' work engagement and job satisfaction (criterion variables); the research questions addressed these relationships. The theories of religiosity and spirituality formed the framework. The sample included 110 U.S. working adults recruited …
Lived Experiences Of Mothers Balancing Work And Family In The Restaurant And Food Services Industry, Brandi M. Fannell
Lived Experiences Of Mothers Balancing Work And Family In The Restaurant And Food Services Industry, Brandi M. Fannell
Walden Dissertations and Doctoral Studies
Women account for over half of restaurant and food service employees in the United States. The hours required to manage obligation to both jobs and families impact work–life balance among this population, which can lead to burnout behaviors such as complaints, turnover, and absenteeism. Guided by both self-efficacy and role conflict theories, a phenomenological study was conducted to understand work–life balance, engagement, and job satisfaction among working mothers in the restaurant and food service industry. Working mothers with children between ages 5 months and 17 years, who were employed full-time at casual restaurants and similar food service organizations, were interviewed …
Relationship Between Employee Perception Of Work Experience, Employee Perception Of Supervisors, And Intent To Leave, Kathryn F. Denning
Relationship Between Employee Perception Of Work Experience, Employee Perception Of Supervisors, And Intent To Leave, Kathryn F. Denning
Walden Dissertations and Doctoral Studies
Employee turnover can be costly; estimates for recruiting and training new hires are between 90% and 200% of the employee's annual salary. Understanding employee intent to leave is critical for managers to reduce turnover rates. Grounded in Herzberg’s two-factor model, the purpose of this quantitative correlational study was to examine the relationship between federal government agency employees' perception of their work experience, employee perception of supervisors, and employee intent to leave. Secondary data from 359,120 completed surveys from the 2020 Federal Employee Viewpoint Survey (FEVS) were analyzed. The results of the binary logistic regression were significant, X2 (359,120) = 17609.539, …
Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, And Employee Turnover Intentions, Taran Pawan Bhagwandeen
Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, And Employee Turnover Intentions, Taran Pawan Bhagwandeen
Walden Dissertations and Doctoral Studies
Employee turnover can cost business owners up to 200% of an employee’s annual salary to recruit, hire, and train a replacement in the insurance industry. Understanding employee intent to leave is vital for insurance leaders to help reduce turnover. The purpose of this quantitative correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and employee turnover intentions of casualty insurance professionals in the southeast region of the United States. The study was grounded in Herzberg’s 2-factor theory. Data were collected from 83 participants using an online survey with questions from the Minnesota Satisfaction Questionnaire and …
Strategies For Increasing Information Technology Employee Work-Life Balance, Kimberly D. Seymour
Strategies For Increasing Information Technology Employee Work-Life Balance, Kimberly D. Seymour
Walden Dissertations and Doctoral Studies
Small to medium enterprise (SME) information technology (IT) managers’ lack of strategic planning initiatives in creating a work life balance environment has created personal and financial concerns for some employees in the United States. Managers must develop and implement strategies that increase profits and productivity as well as create work life balance. Grounded in Herzberg’s motivation-hygiene theory, the purpose of this qualitative multiple case study was to explore strategies SME IT business managers used to develop and implement an employee work-life balance environment. The participants were three IT managers and two human resources business managers. Data were collected from semistructured …
Transformational Leadership Behavior And Job Satisfaction Among Virginia Small Businesses, Abdulrahman Al-Ahmadi
Transformational Leadership Behavior And Job Satisfaction Among Virginia Small Businesses, Abdulrahman Al-Ahmadi
Walden Dissertations and Doctoral Studies
Research has shown that the leadership of a business can significantly impact employee performance, with dissatisfied employees performing at a lower level, potentially causing disruption and costs to the business. Several studies have documented the importance of small businesses to the economy in the United States, with small businesses constituting over half of all jobs. This correlational quantitative research study aimed to explore the relationship between the transformational leadership style of the managers of Virginia small businesses and job satisfaction and job performance. The theoretical frameworks used were self-determination theory and transformational leadership. This research examined how transformational leadership wkas …
Relationship Between Employee Perception Of Work Experience, Employee Perception Of Supervisors, And Intent To Leave, Kathryn F. Denning
Relationship Between Employee Perception Of Work Experience, Employee Perception Of Supervisors, And Intent To Leave, Kathryn F. Denning
Walden Dissertations and Doctoral Studies
Employee turnover can be costly; estimates for recruiting and training new hires are between 90% and 200% of the employee's annual salary. Understanding employee intent to leave is critical for managers to reduce turnover rates. Grounded in Herzberg’s two-factor model, the purpose of this quantitative correlational study was to examine the relationship between federal government agency employees' perception of their work experience, employee perception of supervisors, and employee intent to leave. Secondary data from 359,120 completed surveys from the 2020 Federal Employee Viewpoint Survey (FEVS) were analyzed. The results of the binary logistic regression were significant, X2 (359,120) = 17609.539, …
Strategies For Retaining Employees In The Trucking Industry, Dionne Bell- Pursley
Strategies For Retaining Employees In The Trucking Industry, Dionne Bell- Pursley
Walden Dissertations and Doctoral Studies
Employee turnover is a recurring problem in organizations, affecting performance and productivity while depleting organizational resources. High driver turnover rates raise a company’s operating costs and reduce driver productivity, service quality, and highway safety in the trucking industry. When trucking industry leaders understand such factors, they can develop and implement strategies to increase truck driver retention. Grounded in Herzberg’s two-factor theory and supported by Maslow’s hierarchy of needs theory, the purpose of this single case study was to explore strategies trucking company leaders use to increase truck driver retention. The participants included eight executives from trucking companies in the southeast …
Nurse Retention Strategies In The Healthcare Industry, Luke Anthony Nicholson
Nurse Retention Strategies In The Healthcare Industry, Luke Anthony Nicholson
Walden Dissertations and Doctoral Studies
Nurse turnover in the healthcare industry is detrimental to the quality-of-care patients receive, organizational financial health, and nurse job satisfaction. Nurse managers who lack effective nurse retention strategies might struggle to reduce voluntary turnover, which can adversely impact nurse job satisfaction and patient care quality. Guided by the unfolding model of voluntary employee turnover and job embeddedness theory, the purpose of this qualitative multiple case study was to explore retention strategies nurse managers use to reduce the voluntary turnover of nurses. The participants were three nurse managers at three hospitals in central and southern Illinois with proven strategies to reduce …
Motivational Strategies To Retain Corporate Real Estate Millennials, Dollymae Mellish Carnegie
Motivational Strategies To Retain Corporate Real Estate Millennials, Dollymae Mellish Carnegie
Walden Dissertations and Doctoral Studies
Ineffective retention strategies can negatively impact business performance. Corporate real estate organization leaders who lack effective strategies to retain skilled millennial employees are at risk for business performance failure. Grounded in Herzberg’s two-factor theory, the purpose of this qualitative single case study was to explore strategies corporate real estate organizations leaders used to retain skilled millennial employees. The participants comprised 5 corporate real estate organizational leaders in the New England region of the United States who successfully retained skilled millennial employees in their workforce. Data were collected from semistructured interviews and analyzed using Yin’s 5-step process and included coding and …
Differences In Turnover Intentions Between Nonmillennials And Millennials In Nonprofit Organizations, Kevin Allen Dennis
Differences In Turnover Intentions Between Nonmillennials And Millennials In Nonprofit Organizations, Kevin Allen Dennis
Walden Dissertations and Doctoral Studies
The consequences of turnover in nonprofit organizations can be costly. Grounded in the person-organization fit theory, the purpose of this cross-sectional survey study was to investigate turnover intentions among generational cohorts in nonprofit organizations. The research questions addressed whether differences in turnover intentions existed among generational cohorts and whether job satisfaction and organizational justice perceptions influenced turnover intentions in nonmillennials and millennials working in nonprofit organizations. Survey data were collected from 192 employees from nonprofit organizations. The survey included the Perceived Overall Justice scale, the Minnesota Satisfaction Questionnaire, and the Intent to Stay scale. Data were analyzed using t tests …
Strategies To Improve Employee Retention In The Small Retail Industry, Martin Anokwah Owusu
Strategies To Improve Employee Retention In The Small Retail Industry, Martin Anokwah Owusu
Walden Dissertations and Doctoral Studies
The high turnover rates of entry-level employees adversely affect the profits of small retail businesses. Small business owners in Ghana may benefit by retaining entry-level employees and reducing replacement and training costs. Grounded in Herzberg’s two-factor theory, the purpose of this descriptive, single-case study was to identify strategies some small retail business leaders in Accra, Ghana, used to reduce the high rate of entry-level employee turnover. The participants were 6 retail business leaders recommended by their director of human resources because of the participants’ experience implementing strategies to minimize entry-level employees’ high turnover rates. Data were collected from face-to-face interviews …
Impact Of Ehr Technology Implementation On Physicians' Job Satisfaction, Navneet Kaur Bajwa, Harjot Singh, Kalyan Kumar De
Impact Of Ehr Technology Implementation On Physicians' Job Satisfaction, Navneet Kaur Bajwa, Harjot Singh, Kalyan Kumar De
International Journal of Applied Management and Technology
The concept of an electronic health record (EHR) has been the solicitous subject of researchers’ discussion in recent times. The impact that a successful implementation of EHRs can have on physicians cannot be overstated. Factors which are critical to successful implementation of EHR systems are commonly known as crucial technology implementation factors (CTIFs). The present study investigates the CTIFs of EHR systems and also their impact on physicians’ job satisfaction and characteristics in North Indian multispecialty hospitals. The questionnaire has been distributed to physicians of 12 hospitals that have been using EHR technology. It has been concluded that five CTIFs—organizational …
Strategies To Reduce Job Dissatisfaction Within 911 Call Centers, Gary Marshall
Strategies To Reduce Job Dissatisfaction Within 911 Call Centers, Gary Marshall
Walden Dissertations and Doctoral Studies
In 2017, more than 6.9 million employees parted ways with their employer because of voluntary employee turnover, layoffs, or terminations. Emergency call center supervisors who fail to implement adequate job satisfaction strategies experience reduced productivity and increased voluntary turnover. The purpose of this multiple case study was to explore the strategies some southern Ontario 911 call center supervisors used to reduce job dissatisfaction. The conceptual framework supporting the study was the competing values framework. The population included 6 supervisors of 911 call centers in the province of Ontario, Canada, who successfully implemented job satisfaction strategies. Data were collected from interviews …
Strategies For Reducing Voluntary Employee Turnover In Public Schools, Peggy Teresa Proctor-Matos
Strategies For Reducing Voluntary Employee Turnover In Public Schools, Peggy Teresa Proctor-Matos
Walden Dissertations and Doctoral Studies
The oversight of systematic approaches to reducing voluntary employee turnover decreases educational institutions’ budgets and performance. In the United States, public schools spend over $2.22 billion annually in voluntary employee turnover costs. The purpose of this qualitative single case study was to explore strategies public school leaders use to reduce voluntary employee turnover. The population consisted of 3 leaders from 1 public school located in Georgia, with successful experience reducing voluntary employee turnover. The conceptual framework for this study was grounded in Vroom’s expectancy theory. The data collection process included semistructured interviews and organizational documents and artifacts. Data were analyzed …
Correlates Of Job Satisfaction Among Bank Employees In Nigeria, Nosayaba Ernest Oumwense
Correlates Of Job Satisfaction Among Bank Employees In Nigeria, Nosayaba Ernest Oumwense
Walden Dissertations and Doctoral Studies
Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theoretical foundation in this study. Data collection was through a survey instrument called the job …
Moderating Effect Of Job Level On Work-To-Family Conflict And Job Attitudes, Shanu Loganathan
Moderating Effect Of Job Level On Work-To-Family Conflict And Job Attitudes, Shanu Loganathan
Walden Dissertations and Doctoral Studies
Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory …
Intrinsic And Extrinsic Job Motivators Predicting Likelihood Of Employee Intent To Leave, Rachara Jefferson
Intrinsic And Extrinsic Job Motivators Predicting Likelihood Of Employee Intent To Leave, Rachara Jefferson
Walden Dissertations and Doctoral Studies
An employee's intent to leave an organization is the most common predictor of employee turnover. Employee turnover can cost an organization 150% to 250% of a worker's annual compensation to replace and train an employee. Understanding employee intent to leave is vital for federal agency leaders to help reduce turnover. Grounded in Herzberg's 2-factor model, the purpose of this correlational study was to examine the likelihood of employee perceptions regarding work experience, leadership practices, and supervisor relationships with employees predicting employee intent to leave. Archival data were analyzed for 297 employees who completed the 2015 Federal Employee Viewpoint Survey. The …
Strategies For Reducing Short-Tenured Employee Attrition In The Retail Grocery Industry, Ogechi Ngemegwai
Strategies For Reducing Short-Tenured Employee Attrition In The Retail Grocery Industry, Ogechi Ngemegwai
Walden Dissertations and Doctoral Studies
The purpose of this multiple case study was to explore strategies that managers in the retail grocery industry use in reducing short-tenured employee attrition in the West Midland states in the United Kingdom. Participants were 4 store managers who had managerial experience in the retail grocery industry, worked as a retail store manager in the West Midlands, and had experience implementing effective strategies to reduce employee attrition. The Herzberg 2-factor theory was the conceptual framework. Semistructured interviews were used to collect data. Data were analyzed using Yin's 5-step data analysis process. The major themes were: training and development, enriched job …
Impact Of Empowerment And Autonomy On The Nursing Director's Intent To Stay, Tiffany Bergquist
Impact Of Empowerment And Autonomy On The Nursing Director's Intent To Stay, Tiffany Bergquist
Walden Dissertations and Doctoral Studies
Retention of nursing directors is important to the viability and success of the healthcare industry because they have a large impact on nursing job satisfaction, overall retention of nurses in an institution, productivity, and patient outcomes. Factors that retain nurse directors, such as autonomy and empowerment, appear to be important to job satisfaction, but there is little in the current research to corroborate these findings. The purpose of this quantitative study was to determine what factors impact nursing directors' intent to stay in their current role and what effect role autonomy and empowerment have on their intent to stay as …
Strategies To Retain Revenue Management Analysts In The U.S. Airline Industry, Curtis Raynard Williams
Strategies To Retain Revenue Management Analysts In The U.S. Airline Industry, Curtis Raynard Williams
Walden Dissertations and Doctoral Studies
The voluntary turnover of revenue management analysts in the U.S. airline industry is an issue, compelling revenue management leaders to implement retention strategies that successfully reduce employee turnover. The purpose of this qualitative single case study was to explore strategies revenue management leaders used within the last 15 years to retain revenue management analysts. The conceptual framework that grounded this study was Maertz's 8 motivational forces of job attachment and voluntary turnover. The targeted population was comprised of revenue management leaders at an airline in Dallas, Texas who had demonstrated successful strategies to reduce employee turnover. Using criterion-based sampling, 4 …
Workplace Antidiscrimination Policy Effect On Transgender Employee Job Satisfaction, Stacie Christian
Workplace Antidiscrimination Policy Effect On Transgender Employee Job Satisfaction, Stacie Christian
Walden Dissertations and Doctoral Studies
Not all organizations in Wisconsin have transgender inclusive antidiscrimination policies. Leadership can use the results of this study to understand the effect of antidiscrimination policies on transgender employee job satisfaction. Quantitative data were collected from transgender employees aged 18 years or older who were employed but not self-employed in the state of Wisconsin. The relationship between the presence and absence of transgender inclusive antidiscrimination policy and job satisfaction was addressed by creating an anonymous online survey that contained demographic questions, the 1997 Job Descriptive Index (JDI) and the Job in General (JIG). Participants were notified of the study using fliers …
Employee Turnover Intentions In The Hospitality Industry, Bettye L. Holston-Okae
Employee Turnover Intentions In The Hospitality Industry, Bettye L. Holston-Okae
Walden Dissertations and Doctoral Studies
Employee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of low- to mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Texas, over the age of 18, and employed in the hospitality industry. A convenience sample of 156 participants completed the Compensation Scale, Job Satisfaction Scale, Utrecht Work Employee Engagement Scale, …
Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees, Jesse J. Boyd
Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees, Jesse J. Boyd
Walden Dissertations and Doctoral Studies
Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 healthcare managers from a healthcare organization in Central Texas who have demonstrated successful strategies for retaining high-performing healthcare employees by …