國立虎尾科技大學 |

Relationship Between Respect, Trust, and Turnover Intentions.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Relationship Between Respect, Trust, and Turnover Intentions./
Author:	Harmon, Christina Love.
Description:	1 online resource (139 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-01, Section: B.
Contained By:	Dissertations Abstracts International86-01B.
Subject:	LGBTQ studies. -
Online resource:	click for full text (PQDT)
ISBN:	9798383198711

Relationship Between Respect, Trust, and Turnover Intentions.
Harmon, Christina Love.

Relationship Between Respect, Trust, and Turnover Intentions. - 1 online resource (139 pages)

Source: Dissertations Abstracts International, Volume: 86-01, Section: B.

Thesis (D.B.A.)--Walden University, 2024.

Includes bibliographical references

Leaders in the U.S. federal government are concerned with employee intent to leave, as it is the number one predictor of actual employee turnover. Grounded in social exchange theory, the purpose of this quantitative ex-post facto correlation study was to examine the relationship between social exchange and employee intent to leave. The participants were 256 employees from all agencies within the U.S. federal government who completed the 2022 Federal Employee Viewpoint Survey, including the Intent to Leave Scale. The results of the multinomial logistics regression were significant, χ² (4) = 87.875, p = <.001. In the final model, two predictors were significant, respect for department leaders, χ² (12) = 43.631, p = <.001, and trust in direct supervisor, χ² (12) = 32.513, p = 001. A key recommendation is for business leaders to model positive attitudes and behaviors by fostering a culture of trust, respect, and integrity to contribute to employee satisfaction and retention significantly. The implications for positive social change include the potential to retain valued employees who are committed to achieving organizational goals and improving productivity for organizational success.

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

Mode of access: World Wide Web

ISBN: 9798383198711Subjects--Topical Terms:

1179297
LGBTQ studies.
Subjects--Index Terms:

Diversity, equity, inclusion, and accessibilityIndex Terms--Genre/Form:

554714
Electronic books.

Relationship Between Respect, Trust, and Turnover Intentions.
LDR:02703ntm a22004337 4500 001 1148426
005 20240924101922.5
006 m o d
007 cr bn ---uuuuu
008 250605s2024 xx obm 000 0 eng d
020 $a 9798383198711
035 $a (MiAaPQ)AAI31335727
035 $a AAI31335727
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Harmon, Christina Love. $3 1474382
245 1 0 $a Relationship Between Respect, Trust, and Turnover Intentions.
264 0 $c 2024
300 $a 1 online resource (139 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 86-01, Section: B.
500 $a Advisor: Black, Inez.
502 $a Thesis (D.B.A.)--Walden University, 2024.
504 $a Includes bibliographical references
520 $a Leaders in the U.S. federal government are concerned with employee intent to leave, as it is the number one predictor of actual employee turnover. Grounded in social exchange theory, the purpose of this quantitative ex-post facto correlation study was to examine the relationship between social exchange and employee intent to leave. The participants were 256 employees from all agencies within the U.S. federal government who completed the 2022 Federal Employee Viewpoint Survey, including the Intent to Leave Scale. The results of the multinomial logistics regression were significant, χ² (4) = 87.875, p = <.001. In the final model, two predictors were significant, respect for department leaders, χ² (12) = 43.631, p = <.001, and trust in direct supervisor, χ² (12) = 32.513, p = 001. A key recommendation is for business leaders to model positive attitudes and behaviors by fostering a culture of trust, respect, and integrity to contribute to employee satisfaction and retention significantly. The implications for positive social change include the potential to retain valued employees who are committed to achieving organizational goals and improving productivity for organizational success.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a LGBTQ studies. $3 1179297
650 4 $a Social psychology. $3 554804
653 $a Diversity, equity, inclusion, and accessibility
653 $a Federal employee survey
653 $a Respect for department leaders
653 $a Social exchange theory
653 $a Trust in direct supervisor
653 $a Turnover intentions
655 7 $a Electronic books. $2 local $3 554714
690 $a 0703
690 $a 0310
690 $a 0492
690 $a 0454
690 $a 0451
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Walden University. $b Business Administration. $3 1148537
773 0 $t Dissertations Abstracts International $g 86-01B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=31335727 $z click for full text (PQDT)