Date of Award

Spring 2025

Document Type

Dissertation

Degree Name

Doctor of Education (EdD)

Committee Chair

Dale Lamb

Abstract

This study examined employee turnover within a state-level government agency, emphasizing its impact on organizational efficiency, program continuity, and educational outcomes. Utilizing Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory, the study investigated the underlying causes of turnover and identified strategic solutions for improving employee retention. A mixed methods sequential explanatory design integrated quantitative survey data with qualitative insights from anonymous open-ended responses and confidential interviews, providing a comprehensive understanding of employee experiences. Findings revealed that work-life imbalance, lack of career advancement, ineffective leadership, and inadequate communication were among the drivers of turnover. Employees expressed frustration over pay inequities, limited access to professional development, and the absence of recognition for their expertise, leading to disengagement. The study validated Herzberg’s Two-Factor Theory, demonstrating that while addressing hygiene factors such as salary and work conditions mitigates dissatisfaction, it does not enhance motivation. Similarly, Maslow’s Hierarchy of Needs indicated that when foundational needs—such as financial security and workplace belonging—are unmet, employees struggle to reach higher levels of job fulfillment, resulting in turnover. Results underscored that intrinsic motivators were critical for fostering satisfaction and long-term commitment. By addressing both extrinsic and intrinsic factors, organizations can implement targeted interventions to enhance job satisfaction, improve retention, and build a more resilient workforce.

Creative Commons License

Creative Commons Attribution-Noncommercial 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License

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