Retention Strategies for Reducing Voluntary Turnover in a Higher Education Institution

Retention Strategies for Reducing Voluntary Turnover in a Higher Education Institution by Susan K. Walker MBA, Avila University, 2005 BA, Park University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2017 Abstract Employees who choose to leave employment cause significant challenges for organizations. Compounded challenges exist when employee retention strategies are not effective, affecting job satisfaction and personnel replacement costs as the organization continues to lose qualified and valuable staff. This single case study, built on a psychological contract theory framework, was focused on effective employee retentionEmployees who choose to leave employment cause significant challenges for organizations. Compounded challenges exist when employee retention strategies are not effective, affecting job satisfaction and personnel replacement costs as the organization continues to lose qualified and valuable staff. This single case study, built on a psychological contract theory framework, was focused on effective employee retention strategies to reduce voluntary turnover in a for-profit, higher education institution located in the Midwestern United States. The population consisted of 12 employees, 6 Student Success employees and 6 Student Success managers, who shared their unique perspectives. Methodological triangulation was achieved through semistructured interviews with the 12 participants, review of the institution’s archival data, and examination of the institution’s mission statement. The data analysis process consisted of a manual and systematic coding procedure for the 3 sources of inquiry. Three strategies emerged in the findings: relationship management, work environment, and career development. Moreover, participants agreed that the employee-employer relationship was critically important to job satisfaction and developing effective retention strategies. The study has implications for positive social change, in that higher educational institutions may apply the findings to create a more enjoyable work environment and retain happier employees, thereby promoting financial, economic, and social improvements for communities. Retention Strategies for Reducing Voluntary Turnover in a Higher Education Institution by Susan K. Walker MBA, Avila University, 2005 BA, Park University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2017 Dedication This doctoral study is dedicated to those whom I love the most: my husband, my kids, my grandkids, and my parents. To my husband, Skip, I dedicate this study to you, for without your love, your patience, and your inspiration, I would never have finished this undertaking. You believed in me when I did not believe in myself, and that belief is what pulled me out of some very dark moments I experienced during this process. I love you forever. To my daughters, Alicia and Jackie, over the last 4 years, I have been preoccupied, not available, absent, nontalkative, frustrated, and overall, very crabby most of the time. Thank you for understanding how important achieving this goal was to me. As always, you have been my beacons of hope. I love you to the moon and back. To my grandchildren, Alexandra (Alex), Madeleine (Maddie), John, Jaden, and Jolie, you are the sunshine of my life. Over the past 4 years, I have sacrificed so many softball games, baseball games, dance performances, baton twirling competition, and weekends in St. Louis just so I could finish my doctorate degree. As this process approaches completion, I hope that, in some small way, I have inspired each of you to follow the road less traveled and never give up on your dreams. I love all of you! Maybe Mom and Dad are looking down and smiling with pride a little, too. If so, “thank you,” Mom and Dad, for showing me how to work hard to reach for the stars. Even if I cannot share this moment with you physically, you are always in my heart. I love you. Acknowledgments Words are so inadequate when expressing my gratitude and appreciation to Dr. Kelly Chermack for all the help, advice, and feedback given me throughout this process. You are so inspiring, and I never imagined what a huge impact you would make on my life. I am proud to call you my chair, my mentor, and a friend. I could not have completed this process without you! To my second committee member, Dr. Pete Anthony, I am forever grateful to you for sharing your wisdom, your guidance, and your solid advice especially during the oral defense. The questions you asked, while unanticipated, helped me think deeper about the critical components that make this doctorate study interesting, viable, and relevant. To Dr. Denise Land, my URR, “thank you” for your specific comments and suggestions to help ensure that my study met all required standards. I appreciate each of you because you all made this journey a little less frightening. I would also like to thank the doctors and future doctors I had the privilege and honor to meet in my 9000 sessions. We have shared so much together; when one of us achieved success, we all achieved success. You have all been amazingly supportive, and I feel so blessed to call you my friends and colleagues. You all made this process a little more bearable and fun.