Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention

Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention by Robert Brown MS, Walden University, 2014 BS, University of Florida, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2018 Abstract Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow’s theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict turnover intentions, F(2, 89) = 5.462, p = . 006, R = . 109. Within the final model, employee wages was a statistically significant predictor (t=-2.769, p=.007) and the number of employee referrals was not a statistically significant predictor (t=-1.712, p=.090). The knowledge gained from the findings in this study could have implications for social change among employees and consumers in society. Satisfied employees in low turnover work environments can provide the foundation for a more enjoyable customer experience. Both non-profit and for-profit organizations can implement business practices that will reduce turnover and increase job satisfaction among employees.Employee turnover is a significant contributor to the overall loss of hundreds of billions of dollars in profitability for many business organizations in the United States and abroad combined. Grounded in Maslow’s theory of human motivation, the purpose of this correlational study was to examine the relationship between employee wages, number of employee referrals, and employee turnover intentions. The population was composed of employees working in the Southeastern region of the United States. A convenience sample of 92 participants answered questions regarding their wages, number of employee referrals, and completed the Turnover Intention Scale. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict turnover intentions, F(2, 89) = 5.462, p = . 006, R = . 109. Within the final model, employee wages was a statistically significant predictor (t=-2.769, p=.007) and the number of employee referrals was not a statistically significant predictor (t=-1.712, p=.090). The knowledge gained from the findings in this study could have implications for social change among employees and consumers in society. Satisfied employees in low turnover work environments can provide the foundation for a more enjoyable customer experience. Both non-profit and for-profit organizations can implement business practices that will reduce turnover and increase job satisfaction among employees. Relationship Between Employee Wages, Number of Employee Referrals, and Employee Turnover Intention by Robert Brown MS, Walden University, 2014 BS, University of Florida, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2018 Dedication This dissertation is dedicated to my son, Christian Brown, and any future siblings that he may have. This research study is evidence for my offspring that they can obtain a doctorate degree or any other goal that they pursue with passion and faith in the Creator. I realize that part of the cost of this degree was the sacrifice of precious time with my son. It is my hope that the investment of time taken from my son to in order to meet the requirements of this rigorous doctorate degree will be repaid with an inimitable return on investment in both of our lives and in our father-son relationship. Acknowledgments I would like to thank my parents for demonstrating, by example, that obtaining a doctorate degree is an achievable goal. Although I was only seven years old, I still remember my father graduating from medical school. In addition, although my mother was in the data collection stage of her dissertation, she stepped away from her own doctoral aspirations when my father passed away suddenly, and she has been supportive of my son and I during my doctoral journey. I would like to thank my family for their support. My brothers Derrick and Calvin, and my sister Derica, have all been supportive of this journey in their own unique ways. I would like to thank my extended family members for their inspiration by obtaining their own doctorate degrees and their words of encouragement. I would also like to thank a family friend, Mr. Joe Reed, for his understanding and generosity. I would like to thank my doctoral study committee. Dr. Natalie Casale, my current doctoral committee Chair, was patient, resourceful, levelheaded, and continuously encouraging during my evolution throughout this journey. Dr. Sean Stanley and Dr. Reggie Taylor were both instrumental in helping me develop a solid foundation for my doctoral study and preparing me for its completion. I would also like to thank my initial Chair, Dr. Leslie Miller. Most importantly, I would like to thank the Creator for keeping me safe throughout this volatile and unpredictable journey. My faith and dependence on the Creator’s omnipotent guidance is the key to any form of success that I might obtain in this life.