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W88851954 abstract "Influential Leadership in a Diverse Retail Environment: Implications for Reducing Voluntary Employee Turnover by Stuart M. Jackson MBA, Webster University, 1997 BS, Limestone College, 1995 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Applied Management and Decision Sciences Walden University November 2014 Abstract Many investigators have documented the impact of high attrition rates on an organization’s ability to deliver its expected results. However, limited information is available regarding the efficacy of a specific bundle of variables, which would support a leader’s ability to influence voluntary employee turnover. This quantitative study investigated the effectiveness of a 60-day treatment implemented to address the problem of voluntary employee turnover in a diverse retail environment. The research questions examined the effectiveness of an increase in communication, answering, recognition, and training on voluntary employee turnover and job satisfaction in a diverse retail environment. The theoretical foundation of the study was the job embeddedness theory, advocating closer community ties, organizational fit, and sacrifice to support retention. A pretest-posttest control group design, in which a self-designed survey instrument, along with the short form of the Minnesota Satisfaction Questionnaire, were used to gather data from a diverse group of retail employees (N = 279). Pearson product-moment correlational analysis was used for both pretest and posttest measurements, which showed evidence of a moderate association between the independent and dependent variables, and lead to a rejection of the null hypothesis. Based on the observed increase in retentionMany investigators have documented the impact of high attrition rates on an organization’s ability to deliver its expected results. However, limited information is available regarding the efficacy of a specific bundle of variables, which would support a leader’s ability to influence voluntary employee turnover. This quantitative study investigated the effectiveness of a 60-day treatment implemented to address the problem of voluntary employee turnover in a diverse retail environment. The research questions examined the effectiveness of an increase in communication, answering, recognition, and training on voluntary employee turnover and job satisfaction in a diverse retail environment. The theoretical foundation of the study was the job embeddedness theory, advocating closer community ties, organizational fit, and sacrifice to support retention. A pretest-posttest control group design, in which a self-designed survey instrument, along with the short form of the Minnesota Satisfaction Questionnaire, were used to gather data from a diverse group of retail employees (N = 279). Pearson product-moment correlational analysis was used for both pretest and posttest measurements, which showed evidence of a moderate association between the independent and dependent variables, and lead to a rejection of the null hypothesis. Based on the observed increase in retention rates, the intervention of the 60-day treatment was deemed moderately successful. Positive social change will be evident not only within diverse organizations, but also within those which are increasingly becoming more diverse, as they seek to design platforms which would afford their influential leaders the ability to increase their current levels of communication, answering, recognition, and training. Influential Leadership in a Diverse Retail Environment: Implications for Reducing Voluntary Employee Turnover by Stuart M. Jackson MBA, Webster University, 1997 BS, Limestone College, 1995 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Applied Management and Decision Sciences Walden University November 2014 Dedication “And they spake unto him, saying, If thou wilt be a servant unto this people this day, and wilt serve them, and answer them, and speak good words to them, then they will be thy servants [forever]” (1 Kings 12:7). This dissertation is dedicated to my Lord and Savior Jesus Christ. When this journey appeared to be never ending, and success seemed unlikely, when I felt alone in my quest, because many along this same road fell by the wayside, when I began to adopt the thoughts of others and started to ask myself why did you take on such a daunting task, it was then that I felt the Lord’s strong hand on my shoulder and his words pierced my tender soul, “I can do all things through Christ which strengtheneth me” (Philippians 4:13). A special dedication is in order for my parents, the late Fields L. and Audrey B. Jackson, who provided me with an abundance of love, patience, encouragement, and all that they could give so that the importance of achieving higher education would never lose its value to their children, grandchildren, and generations beyond. I am also forever grateful to two great educators, Dr. Andrew P. Brown, Jr. (uncle) and Elois Brown (aunt), who for as long as I can remember, have provided me with a profound example of how far one could go if they truly applied themselves – thank you! Acknowledgments It is with great appreciation that I give heartfelt thanks to my wife Carol Jackson, son Stuart II, daughters Alycia, Jasmine, Charmaine, and my granddaughter Aerian – you have been a stalwart source of encouragement and support as I worked to complete my Ph.D. To my committee chair and mentor Dr. William H. Brent, committee member Dr. Robert Aubey, and University Research Reviewer Dr. Walter R. McCollum, this scholarly achievement could not have been possible without the sage counsel and countless hours that you have afforded me. A special thanks goes to my statisticians Clark Guo, Dr. Tom Granoff, and my editor Toni Williams for your timely advice and expertise, and to Ken Alterman, Randy Rothschiller, Jubran Tanious and the executive staff for approving the study involving a recently acquired organization – your cooperation was an integral part of my success." @default.
W88851954 created "2016-06-24" @default.
W88851954 creator A5042502826 @default.
W88851954 date "2014-01-01" @default.
W88851954 modified "2023-09-27" @default.
W88851954 title "Influential Leadership in a Diverse Retail Environment: Implications for Reducing Voluntary Employee Turnover" @default.
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