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Successful Strategies for Reducing Middle Management Turnover in the Automotive Industry

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Successful Strategies for Reducing Middle Management Turnover in the Automotive Industry Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2020 Successful Strategies for Reducing Middle Management Turnover in the Automotive Industry Nicole Isabella King-Daniel Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Business 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 Nicole King-Daniel 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. Ify Diala, Committee Chairperson, Doctor of Business Administration Faculty Dr. Alexandre Lazo, Committee Member, Doctor of Business Administration Faculty Dr. Yvette Ghormley, University Reviewer, Doctor of Business Administration Faculty Chief Academic Officer and Provost Sue Subocz, Ph.D. Walden University 2020 Abstract Successful Strategies for Reducing Middle Management Turnover in the Automotive Industry by Nicole King-Daniel MS, University of the West Indies, 2008 BS, Andrews University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University June 2020 Abstract Employee turnover at the middle management level can cost an organization up to 250% of an employee’s annual compensation in replacement cost. Identifying the strategies that business leaders use to mitigate turnover at the middle management level is fundamental to business sustainability. Grounded in Blanchard and Hersey’s situational leadership theory, the purpose of this qualitative multiple case study was to explore leadership strategies used by automotive leaders to mitigate middle management turnover. The participants comprised of 6 senior leaders within the automotive industry located in the north-eastern region of Trinidad, who successfully mitigated turnover in their organizations at the middle management level. Data were collected from semistructured interviews and company documents. Yin’s approach was used to analyze the data. Four themes emerged: (a) coaching, (b) performance-related pay, (c) career growth and development, and (d) person-job alignment. The results of this study may provide leaders with the tools and knowledge needed to mitigate turnover at the middle management level. Implications for positive social change include the potential for job stability and job creation as a result of business sustainability. Increased sustainability may result in job security for the firm’s employees, therein positively influencing the livelihood of these employees and generating favorable economic and social impacts on the families within these communities. Successful Strategies for Reducing Middle Management Turnover in the Automotive Industry by Nicole King-Daniel MS, University of the West Indies, 2008 BS, Andrews University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University June 2020 Dedication I dedicate the accomplishment of this doctoral study to Almighty God. His continued guidance and love for me have allowed me to achieve this milestone. To my husband, John, you are my rock and my protector. Your support, love, and commitment to helping me fulfill my dreams and overcome life’s challenges are appreciated more than words can express. I love you forever and for always! To my mom, stepdad, grandmother, godfather, and my younger siblings, here on earth and in heaven. Thank you for always raising me above the clouds. I sincerely hope that with this achievement, I continue to inspire you and to fill you with pride. I dedicate this to all of you. Acknowledgments I acknowledge all the people in my personal and professional life. To Dr. Mc Donald, thank you for planting the seed and seeing the potential in me. To my friends, colleagues, mentors, and coaches—you know who you are—thank you for your unwavering support and love. Without your influence and love, I could not have accomplished this milestone. To my chair, Dr. Ify Diala, I am appreciative of the role that you played in my journey; you always knew when I needed to hear a kind word. I give God thanks for your encouragement along the way. To my other committee members, thank you for your invaluable feedback. My motto throughout this process was, “Anything worth doing is worth doing well.” To the doctoral students who became close friends, you made this process worthwhile. Thank you for your words of encouragement to persevere and conquer. Table of Contents List of Tables .......................................................................................................................v List of Figures .................................................................................................................... vi Section 1: Foundation of the Study .....................................................................................1 Background of the Problem ...........................................................................................2 Problem Statement .........................................................................................................3 Purpose Statement ..........................................................................................................3 Nature of the Study ........................................................................................................4 Research Question .........................................................................................................6 Interview Questions .......................................................................................................6 Conceptual Framework ..................................................................................................6 Operational Definitions ..................................................................................................8 Assumptions, Limitations, and Delimitations ................................................................9 Assumptions ............................................................................................................ 9 Limitations .............................................................................................................. 9 Delimitations ......................................................................................................... 10 Significance of the Study .............................................................................................10 Contribution to Business Practice ......................................................................... 11 Implications for Social Change ............................................................................. 12 A Review of the Professional and Academic Literature ..............................................12 Situational Leadership Theory .............................................................................. 14 Situational Leadership II Model ........................................................................... 19 i Contingency Theory.............................................................................................. 23 Path-Goal Theory .................................................................................................. 25 Organizational Commitment ................................................................................. 30 Employee Turnover .............................................................................................. 34 Employee Turnover Intentions ............................................................................. 37 Employee and Management Retention ................................................................. 41 Employee Engagement ......................................................................................... 46 Transition .....................................................................................................................49 Section 2: The Project ........................................................................................................52 Purpose Statement ........................................................................................................52 Role of the Researcher .................................................................................................52 Participants ...................................................................................................................56 Research Method and Design ......................................................................................58 Research Method .................................................................................................. 59 Research Design.................................................................................................... 60 Population and Sampling .............................................................................................62 Ethical Research...........................................................................................................64 Data Collection
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