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Examining the Relationship between Tenure and Employee Grade Levels among White-Collar American Workers : = A Quantitative Study.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Examining the Relationship between Tenure and Employee Grade Levels among White-Collar American Workers :/
Reminder of title:	A Quantitative Study.
Author:	Bellamy, Tyler J.
Description:	1 online resource (199 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-01, Section: B.
Contained By:	Dissertations Abstracts International84-01B.
Subject:	Psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9798834057307

Examining the Relationship between Tenure and Employee Grade Levels among White-Collar American Workers : = A Quantitative Study.
Bellamy, Tyler J.

Examining the Relationship between Tenure and Employee Grade Levels among White-Collar American Workers :A Quantitative Study. - 1 online resource (199 pages)

Source: Dissertations Abstracts International, Volume: 84-01, Section: B.

Thesis (Psy.D.)--Capella University, 2022.

Includes bibliographical references

The research literature on the topic of employee engagement and retention among the American workforce indicates what many scholars already presumed, and that is that much of the American workforce is disengaged at their current place of employment. Existing literature reveals that low employee engagement correlates to high employee turnover, which is costly for American businesses; hence, the increased desire of American organizations to be more efficient in the retention of high-performing and productive employees to curb the current data trend that the average American employee is only remaining at their current place of employment for 4.6 years (U.S. Bureau of Labor Statistics, 2018). This research study aimed to examine the statistical significance of the difference between the variables of employee tenure and adding in the variable of employee grade level and how they impact employee engagement and intent to stay. Nonprobable purposive sampling was used to select respondents in this study. The 21-item pre-structured 5-point Likert-type scale questionnaire was administered online via SurveyMonkey to 100 white-collar salaried American workers who work full-time, are over the age of 18, and was not in a full-time remote position. Using a non-experimental quantitative ex post facto and two-way multivariate analysis of variance (MANOVA) methodology and design, this study examined if there were statistically significant differences in the means between the different scores in employee engagement and employee intent to stay for white-collar American workers due to the linear variance of employee tenure and employee grade level. Data were then analyzed using IBM SPSS Statistics regression models to reveal that there were no significant results except for the interaction between employee tenure and employee grade level that suggested that there was a significant difference in the combined linear variate scores for academic employee engagement scores and intent to stay scores between managers and non-managers who have been in their position for less than 3 years and more than 3 years (p = 0.002). The data failed to support any significant interaction between the main effect of employee tenure and employee grade level on scores measuring intent to stay, the main effect of employee grade level on scores measuring employee engagement, and the interaction effect between employee tenure and employee grade level for employee engagement score. Nor was there a proportion of the combined linear variate scores for employee engagement and intent to stay explained by managers and non-managers who have been in their position for less than 3 years and more than 3 years. Recommendations for further research on this topic were expressed at the conclusion of this dissertation, along with the limitations and implications of this research study.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798834057307Subjects--Topical Terms:

555998
Psychology.
Subjects--Index Terms:

Employee engagementIndex Terms--Genre/Form:

554714
Electronic books.

Examining the Relationship between Tenure and Employee Grade Levels among White-Collar American Workers : = A Quantitative Study.
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520 $a The research literature on the topic of employee engagement and retention among the American workforce indicates what many scholars already presumed, and that is that much of the American workforce is disengaged at their current place of employment. Existing literature reveals that low employee engagement correlates to high employee turnover, which is costly for American businesses; hence, the increased desire of American organizations to be more efficient in the retention of high-performing and productive employees to curb the current data trend that the average American employee is only remaining at their current place of employment for 4.6 years (U.S. Bureau of Labor Statistics, 2018). This research study aimed to examine the statistical significance of the difference between the variables of employee tenure and adding in the variable of employee grade level and how they impact employee engagement and intent to stay. Nonprobable purposive sampling was used to select respondents in this study. The 21-item pre-structured 5-point Likert-type scale questionnaire was administered online via SurveyMonkey to 100 white-collar salaried American workers who work full-time, are over the age of 18, and was not in a full-time remote position. Using a non-experimental quantitative ex post facto and two-way multivariate analysis of variance (MANOVA) methodology and design, this study examined if there were statistically significant differences in the means between the different scores in employee engagement and employee intent to stay for white-collar American workers due to the linear variance of employee tenure and employee grade level. Data were then analyzed using IBM SPSS Statistics regression models to reveal that there were no significant results except for the interaction between employee tenure and employee grade level that suggested that there was a significant difference in the combined linear variate scores for academic employee engagement scores and intent to stay scores between managers and non-managers who have been in their position for less than 3 years and more than 3 years (p = 0.002). The data failed to support any significant interaction between the main effect of employee tenure and employee grade level on scores measuring intent to stay, the main effect of employee grade level on scores measuring employee engagement, and the interaction effect between employee tenure and employee grade level for employee engagement score. Nor was there a proportion of the combined linear variate scores for employee engagement and intent to stay explained by managers and non-managers who have been in their position for less than 3 years and more than 3 years. Recommendations for further research on this topic were expressed at the conclusion of this dissertation, along with the limitations and implications of this research study.
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