Strategies for Reducing Employee Turnover in Retail Outlets

Strategies for Reducing Employee Turnover in Retail Outlets by Dewayne Wilson MBA, Strayer University, 2013 BS, Strayer University, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2018 Abstract Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6 small retail businesses in the southeastern United States who had effectively reduced employee turnover. The conceptual framework for this study was the Herzberg 2-factor theory related to workplace job satisfaction. Data were collected through face-to-face, semistructured interviews and review of archival company documents related to employee turnover. Data were coded, analyzed into themes using Yin’s 5-step method, triangulated, and validated by member checking to strengthen the credibility of the analyses. Three themes emerged: effective communication, supportive leadership, and competitive compensation reduced employee turnover. The implications for positive social change include the potential to provide leaders with effective strategies to reduce employee turnover, leading to reductions in unemployment, stabilization of communities, and improvements to the human and social conditions outside the workplace. Strategies for Reducing Employee Turnover in Retail Outlets by Dewayne Wilson MBA, Strayer University, 2013 BS, Strayer University, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2018 Dedication Notably, I dedicate this doctoral study to God Almighty and Jesus Christ; without them, this study would not be possible. I would like to personally thank my family and friends because without them I would not be the person I am today. I also want to thank my classmates for supporting me during my doctoral studies. I dedicate this doctoral study to my past and present teachers, instructors, mentors, coaches, trainers, professors, and educators. I hope my achievement will inspire others. I am poised that I am setting an example of personal growth for future generations. You all have been extremely valuable to my life. I thank you, thank you, and thank you with all my heart. Acknowledgments First and foremost, I give immense acknowledgment to my lord and savior. This has been a very difficult challenge and without God and Jesus, my accomplishment would not be possible. With more than a profound appreciation, I would like to thank my study chair, Dr. Ronald Black for providing personal guidance, coaching, and effective leadership throughout the dissertation process. I would also like to take the time to thank Dr. Ify Diala, Dr. Jesse Boyd, Dr. Rocky Dwyer, Dr. Irene Williams, and Dr. Reginald Taylor. Each of you has provided me with unlimited tutelage to be the most successful doctor I can be. I cannot thank you enough for your patience and support along the way. I would like to thank all the participants for their time and valuable information during the interview process in this study. I want to thank my classmates for their support and understanding throughout this process. I thank you for your constructive criticisms and contributions which helped me see things from different perspectives. I would like to thank family and friends who supported and believed in me throughout this endeavor. I personally thank Kimberly Weatherspoon, Keisha Charmale Dickerson, Lontonia Reed, Dr. Delita Johnson, Kimeidra Brown, Kecia Allen-Rodgers, and Candace Nicole Herman. This study is dedicated to my community and I hope it inspire others in our community to achieve the impossible. The last acknowledgment is to Dr. Susan Davis, Director of the Doctor of Business Administration program, for her teaching, leadership,