Identification of driving variables of turnover is essential for organizations and leaders. Previous leadership research is available regarding low job satisfaction, tenure, and turnover intentions but a gap existed in leadership literature regarding the effects a promote-from-within structure played in affecting job satisfaction and turnover intentions. The purpose of the quantitative correlational study was to highlight the variable relationships between tenure, perceptions, job satisfaction, and turnover intentions for a sample consisting of individuals working for managers who were previously peers. The findings, through conducting statistical analysis, highlighted significant correlation between job satisfaction and turnover intentions and significant correlation between perceptions’ of managers and turnover intentions, which were both in line with previous research but also highlighted a disconnect from previous research by depicting no significant correlation between tenure and the other variables assessed.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 74/03(E), Dissertation Abstracts International|
|Subjects:||Management, Organization Theory|
|Keywords:||Ethics, Hiring practices, Job satisfaction, Leadership, Perceptions, Turnover intentions|
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