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Public Sector Leaders' Strategies to Improve Employee Retention Michael D

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Public Sector Leaders' Strategies to Improve Employee Retention Michael D Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2016 Public Sector Leaders' Strategies to Improve Employee Retention Michael D. Izard-Carroll Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Business Commons, Public Administration Commons, and the Public Policy Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Management and Technology This is to certify that the doctoral study by Michael D. Izard-Carroll has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Denise Land, Committee Chairperson, Doctor of Business Administration Faculty Dr. Robert Miller, Committee Member, Doctor of Business Administration Faculty Dr. Carol-Anne Faint, University Reviewer, Doctor of Business Administration Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2016 Abstract Public Sector Leaders’ Strategies to Improve Employee Retention by Michael D. Izard-Carroll BA, Canisius College, 2003 MBA, Canisius College, 2005 MA, University at Buffalo, 2008 Certificate in Project Management, University at Buffalo, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2016 Abstract The U.S. Department of Labor and Statistics consistently reports significant employee turnover in the public sector, including the federal, state, and local levels. High turnover results in compromised public goods and services provided to a community. The widespread nature of the problem and the scarcity of literature focusing on employee retention strategies in the public sector merited this case study. Public sector leaders from Western New York who had implemented employee retention strategies in a public organization comprised the population for the study. Cost-benefit theory, human capital theory, and social capital theory provided the conceptual context for developing and executing the study. A total of 7 public sector leaders participated in semistructured interviews, which provided the primary source of data. Data were open coded, resulting in themes of employee development, engagement and empowerment, and positive work experience. The results contribute to social change by identifying practical business strategies that leaders may use to improve retention in their respective organizations. Maintaining a well-qualified, dedicated public workforce may lead to improved government goods and services on which communities rely. Public Sector Leaders’ Strategies to Improve Employee Retention by Michael D. Izard-Carroll BA, Canisius College, 2003 MBA, Canisius College, 2005 MA, University at Buffalo, 2008 Certificate in Project Management, University at Buffalo, 2010 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University April 2016 Dedication I dedicate this wonderful accomplishment to my late grandmother, Eda Quigley. Her kindness and gentle way with people instilled in me a desire to always strive to be a better person. There was just something special about that lady. My hope is that this academic pursuit will allow me to serve the community in a way that would honor her. Acknowledgments An endeavor of such magnitude required tremendous support from friends, family, and faculty. To my patient, understanding, supportive, and motivational husband, Caoímhín, I thank you for enduring the long all-nighters, my endless progress updates, and my constant preoccupation with completing this project. To my dear friend AnnMarie, thank you for your tireless encouragement and for ensuring I made time to go on new and exciting adventures to balance my life. To my dear friend Sarah, thank you for continuing to be my close friend despite our hectic schedules; mine should be opening up a bit after this. To my dear friend Claritza, thank you for making work bearable for all of those years and for being my steady rock. To my mother, thank you for your enduring faith that I would accomplish this pursuit. To Dr. Denise Land, thank you for your dedication to me and my dream to receive my doctorate. I could not have dreamed of a better chair; you were amazing. I would also like to thank my committee members Dr. Robert Miller, Dr. Carol-Anne Faint, as well as Dr. Freda Turner for their excellent academic guidance. To all other friends, family, and faculty who helped me along the way, please know you have helped changed my life for the better. Thank you. Table of Contents List of Tables .......................................................................................................................v Section 1: Foundation of the Study ......................................................................................1 Background of the Problem ...........................................................................................1 Problem Statement .........................................................................................................2 Purpose Statement ..........................................................................................................2 Nature of the Study ........................................................................................................3 Research Question .........................................................................................................5 Interview Questions .......................................................................................................5 Conceptual Framework ..................................................................................................6 Operational Definitions ..................................................................................................7 Assumptions, Limitations, and Delimitations ................................................................9 Assumptions ............................................................................................................ 9 Limitations .............................................................................................................. 9 Delimitations ......................................................................................................... 11 Significance of the Study .............................................................................................12 A Review of the Professional and Academic Literature ..............................................13 Foundational Conceptual Framework ................................................................... 15 Commitment, Work Climate, and Job Satisfaction .............................................. 21 Leadership Style and Leader-Employee Relationships ........................................ 32 Summary of the Literature Findings ..................................................................... 38 Transition .....................................................................................................................41 i Section 2: The Project ........................................................................................................43 Purpose Statement ........................................................................................................43 Role of the Researcher .................................................................................................44 Participants ...................................................................................................................46 Eligibility Criteria ................................................................................................. 47 Accessing Participants .......................................................................................... 48 Establishing a Relationship ................................................................................... 50 Research Method and Design ......................................................................................52 Research Method .................................................................................................. 52 Research Design.................................................................................................... 53 Population and Sampling .............................................................................................56 Population ............................................................................................................. 57 Sampling Method .................................................................................................. 57 Sample Size ........................................................................................................... 59 Interview Setting ................................................................................................... 61 Ethical Research...........................................................................................................63 Data Collection Instruments ........................................................................................66
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