東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Effect of leadership facilitation an...

Alexander, Dale Floyd Ashbel.

Linked to FindBook

Google Book

Amazon

博客來

Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions./
Author:	Alexander, Dale Floyd Ashbel.
Description:	156 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.
Contained By:	Dissertation Abstracts International76-07A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3684889
ISBN:	9781321603682

Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions.
Alexander, Dale Floyd Ashbel.

Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions. - 156 p.

Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.

Thesis (Ph.D.)--Capella University, 2015.

This item must not be sold to any third party vendors.

Employee turnover and retention are critical issues for agencies and organizational units within the executive branch of the United States government. There is need for strategic human capital management, to ensure that acceptably low levels of turnover intention by the federal workforce are maintained. In that regard, this research investigated the impact of the organizational climate domain, perceived leadership facilitation and support (PLFS), by federal employees on their intention to leave the organization. Several hypotheses were tested to determine if there was a correlation between PLFS and turnover intention, and the moderating effect of various demographics on the level of observed PLFS. The quantitative, non-experimental, correlation, descriptive research design was used to conduct a secondary analysis of the 2013 Federal Employee Viewpoint Survey (n = 376,577), from which a random sample was drawn (n = 10,050). Logistic regression, one-way ANOVA, and independent samples t-test were employed as the statistical models in the study. The findings showed support for all hypotheses, indicating that there was statistically significant correlation between PLFS and turnover intention, and that the domain predicted turnover intention. Further, statistically significant variance was observed for PLFS among the study demographics. The implications are that increased positive PLFS reduced the likelihood of turnover intentions, and that the variance of the perception held by different categories of employees showed them to be more or less inclined to explore voluntary turnover intentions. Future research could investigate additional predictors of turnover intention, quantify the moderating effect of the demographics on the relationship between PLFS and turnover intentions, and disaggregate turnover intentions to control for intentions to quit for another federal agency. Ultimately, the role of the organizational leader is not limited to articulating a vision, but includes actively and deliberately engendering the commitment of employees as a catalyst for enhanced employee performance.

ISBN: 9781321603682Subjects--Topical Terms:

516683
Organizational behavior.

Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions.
LDR:03158nmm a2200301 4500 001 2058952
005 20150730070619.5
008 170521s2015 ||||||||||||||||| ||eng d
020 $a 9781321603682
035 $a (MiAaPQ)AAI3684889
035 $a AAI3684889
040 $a MiAaPQ $c MiAaPQ
100 1 $a Alexander, Dale Floyd Ashbel. $3 3172957
245 1 0 $a Effect of leadership facilitation and support on turnover intention in the United States federal workforce: The influence of demographic dimensions.
300 $a 156 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-07(E), Section: A.
500 $a Adviser: Terry Walker.
502 $a Thesis (Ph.D.)--Capella University, 2015.
506 $a This item must not be sold to any third party vendors.
520 $a Employee turnover and retention are critical issues for agencies and organizational units within the executive branch of the United States government. There is need for strategic human capital management, to ensure that acceptably low levels of turnover intention by the federal workforce are maintained. In that regard, this research investigated the impact of the organizational climate domain, perceived leadership facilitation and support (PLFS), by federal employees on their intention to leave the organization. Several hypotheses were tested to determine if there was a correlation between PLFS and turnover intention, and the moderating effect of various demographics on the level of observed PLFS. The quantitative, non-experimental, correlation, descriptive research design was used to conduct a secondary analysis of the 2013 Federal Employee Viewpoint Survey (n = 376,577), from which a random sample was drawn (n = 10,050). Logistic regression, one-way ANOVA, and independent samples t-test were employed as the statistical models in the study. The findings showed support for all hypotheses, indicating that there was statistically significant correlation between PLFS and turnover intention, and that the domain predicted turnover intention. Further, statistically significant variance was observed for PLFS among the study demographics. The implications are that increased positive PLFS reduced the likelihood of turnover intentions, and that the variance of the perception held by different categories of employees showed them to be more or less inclined to explore voluntary turnover intentions. Future research could investigate additional predictors of turnover intention, quantify the moderating effect of the demographics on the relationship between PLFS and turnover intentions, and disaggregate turnover intentions to control for intentions to quit for another federal agency. Ultimately, the role of the organizational leader is not limited to articulating a vision, but includes actively and deliberately engendering the commitment of employees as a catalyst for enhanced employee performance.
590 $a School code: 1351.
650 4 $a Organizational behavior. $3 516683
650 4 $a Public administration. $3 531287
650 4 $a Organization theory. $3 2122787
690 $a 0703
690 $a 0617
690 $a 0635
710 2 $a Capella University. $b Business and Technology. $3 2095645
773 0 $t Dissertation Abstracts International $g 76-07A(E).
790 $a 1351
791 $a Ph.D.
792 $a 2015
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3684889