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Prospectus

Program of Study

Doctor in Management: Organizational Leadership

Background of the Problem

The economic effects of the Covid-19 pandemic cause great uncertainty and loss of talent throughout America's corporations. In the nonprofit sector, many organizations suffer losses to their resources including human capital until this day. The Goodwill industries of San Antonio is one of the nonprofit organizations performing research on turnover issues within the internal environment. In 2021 the organization hired over 900 hundred employees. That same year, Godwill San Antonio lost approximately 900 employees. This is a 100 percent turnover rate. The loss of talent in the organization often leads to sunken costs associated with re-establishing organizational performance both internally and externally. Research shows Covid-19 affects several business markets causing turnover at an alarming rate (Abdalla et al, 2021). To mitigate the excessive costs associated with employee separation, the Goodwill of San Antonio has sought to discover retention initiatives which can keep valuable talent, sustain production levels, and continue prominent position in the market.

Problem Statement

Goodwill Industries of San Antonio has a 100 percent turnover rate resulting in sunken cost, loss of talent, knowledge loss with possible negative impacts on market position.

Purpose Statement

The purpose of this study is to create successful retention initiatives throughout the Goodwill Industries of San Antonio organization as well as other Goodwill Industries organizations, throughout North America.

Research Methodology (Proposed Method and Design)

Mixed-method approaches consist of quantitative and qualitative approaches which strengthen the overall value of the research. The type of mixed method strategy is dependent upon theoretical perspective, priority of strategy, sequence of data collection/implementation, or point data integration (University of Phoenix, 2021). This research uses a sequential exploratory strategy to gather turnover data from twenty-four retail stores and an undisclosed number of business services contracts in areas ranging from government, education, and civilian industry. The intent of the research is to gain turnover data for each lane of business and the Goodwill Industries of San Antonio organization.

Follow up research captures the impacts of turnover on each business lane from the perspective of those employees greatest impacted. A qualitative case study and interview approach is necessary to gather the thoughts and actions in response to the impacted employees. University of Phoenix (2021) states the exploratory case study design technique is used to collect more in-depth data about what is occurring, in this case Covid-19. Exploratory case studies use phenomena, such as Covid-19, where the outcomes are unforeseen (Yin, 2013). In addition to stating that the method is qualitative, the case study must describe the type and source. The significance of this design is to find the benefits of the study to create a rule of thumb or guideline for improvement (University of Phoenix, 2021).

Research Population and Sample and Other Data Sources

Research population consist of Goodwill Industries of America, twenty-four retail stores and an undetermined amount of business services contracts for Goodwill industries of San Antonio, Canadian Goodwill Industries Corp, Goodwill Industries of the Pacific Northwest, Goodwill Industries of Central Florida, as well as others.

Significance of the Study

There has been little study done on the effects of the pandemic on non-profits, especially in the San Antonio, Texas area. The research performed will give specific information through interviews with employees that have been affected by the pandemic and made to deal with the effects of employee turnover. By using real world experiences, thoughts, opinions and perspectives, a targeted solution can be created. The intent is to produce a program which will allow companies, moving forward, to prepare themselves for events that have extreme impacts turnover at Goodwill Industries locations throughout America. This mixed method sequential exploratory research will assist Goodwill locations in sharing common retention practices aimed at overcoming turnover and turnover intention.

The aim of the study is to promote guidance and develop programs that incentivize retention. Practitioners in the 155 Goodwill Industries throughout North America can use this research to set up programs which keep top talent and standardize retention guidance. Utilizing theoretical framework such as retention theory, more specifically Herzberg's and Job Embeddedness theories, practitioners can use motivators to build opportunity for employee investment in the organization. Woods (1998) talks about motivators which will keep employees wanting to stay in their jobs. Practitioners will use this mixed-method sequential exploratory information to satisfy organizational needs and create effective programs and policies for the future.

As Scholars, Practitioners and Leaders we utilize the research of those who have paved the way before us. Each researcher makes his contribution to the greater good by providing thought and research toward a problem providing benefits in some way (University of Phoenix, 2021). The research on employee turnover throughout the 155 Godwill industries throughout North America contributes to leaders by providing a template to base decisions on. It gives a source of knowledge through the experience and perspectives of others that may be beneficial in setting precedence in the future.

Research Questions/Hypotheses

Purpose and question are aligned through method and design. The paper is a mixed method in nature with a case study design; therefore, questions are from a "what" and "how" basis (Creswell & Creswell, 2017). The University of Phoenix, 2021 talked about how the method and design should align with the purpose statement. The population of the study is Goodwill Industries throughout North America. Alvesson and Sandberg (2011), talked about generating research questions that lead to the development of more interesting and influential theories within management studies.

RQ1- Which Goodwill Industries of San Antonio Business lanes hold the highest turnover and why?

RQ2- What target areas need to focus on when implementing actions to rectify turnover problem?

RQ3- What does the turnover data look like from other Goodwill Industries throughout America? What are the locations with the most favorable turnover data doing to recruit and keep talent? What programs are available at these locations?

Topic Literature

Abdalla, M. J., Said, H., Ali, L., Ali, F., & Chen, X. (2021). COVID-19 and unpaid leave: Impacts of psychological contract breach on organizational distrust and turnover intention: Mediating role of emotional exhaustion. - Addresses turnover intention associated with Covid-19 Stress. Resource supports events such as "Retire-Gate 2021"

Cui, Z. (2021). Behavioral decision making for sustainable development (Order No. 28544672). Available from ProQuest Dissertations & Theses Global. (2553559328). https://www.proquest.com/dissertations-theses/behavioral-decision-making-sustainable/docview/2553559328/se-2?accountid=35812 - Helps to support the development of sustainable initiatives which will allow organizations to maneuver through time of uncertainty.

Revilla, E., Rodriguez, P. B., & Simn, C. (2020). The influence of organizational context on the managerial turnover-performance relationship. Human Resource Management, 59(5), 423-443. https://doi.org/10.1002/hrm.22003 - Helps to support how the stress from the Pandemic impacts the contexts organizations typically perform under. This increases stress on employees and has a potential impact on employee performance.

Walker, Tonia (2016). Strategies for Increasing Employee Engagement in the Service Industry. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=4007&context=dissertations - The purpose of this qualitative sole case study is to explore successful strategies that business leaders of a service organization can use to increase employee engagement.

Woods, J. O. (1998). The relationship between covey's principle-centered empowerment theory and Herzberg's motivator/hygiene theory of job satisfaction-dissatisfaction (Order No. 9837471). Available from ProQuest Dissertations & Theses Global. (304423460). https://www.proquest.com/dissertations-theses/relationship-between-coveys-principle-centered/docview/304423460/se-2?accountid=35812 - The purpose of this work is to support and help substantiate the theoretical framework the research is based upon.

Topic Theories

Retention theory supports the overall framework of the research.

Employee Equity Model - Equity Theory in Business is a framework which is based upon fair treatment and pay between employees. The theory states that employees always watch their personal equity. When competition is high, the employees may feel that they are not receiving fair compensation for their input into the organization, or they may feel that they are given too much, it may become uncomfortable (Kent, 1986).

Herzberg's Theory - Herzberg's Theory is based upon Maslow's Hierarchy of needs. The idea of the theory is variables in the work environment contributed to feelings of dissatisfaction if they failed to meet lower order needs or satisfaction if they could meet higher order needs. The dissatisfiers he called "hygiene" (Woods, 1998). Hygiene alone cannot produce retention, there needs to be satisfaction of employee needs. These satisfactions are called motivators, they make the employee want to stay with the company and perform. Theories such as this help target where efforts need to go when choosing an approach to retention initiatives.

Job Embeddedness Theory - Job embeddedness theory is based upon influences of the employee associated with the work environment. Job embeddedness considers job factors like how well the employee gets along with co-workers, and the fit between skills and job demands. The theory also addresses social awareness and how the employee can serve the community through their job (Brooks et al, 2006). Goodwill Industries of America are community-based organizations which benefit from this type of theoretical approach.

Research Data Collection Strategy

This research is based upon five step processes seen below.

Interview with Goodwill Industries employees and management throughout 155 locations in North America. The aim is to target which locations have the best retention policies and what they are doing to recruit quality employees.

Statistical data is gathered through resources such as the Bureau of Labor and Statistics, Personal Interviews, Surveys, and other data gathering techniques.

Utilize historical data on record from the Goodwill Industries of San Antonio location.

Utilize Oral Histories provided by previous leadership on the efforts associated with retention initiatives going back ten years or more.

Personal observation of team members

References

Alvesson, M., & Sandberg, J. (2011). Generating research questions through problematization. Academy of Management Review, 36(2), 247-271.

Abdalla, M. J., Said, H., Ali, L., Ali, F., & Chen, X. (2021). COVID-19 and unpaid leave: Impacts of psychological contract breach on organizational distrust and turnover intention: Mediating role of emotional exhaustion. Tourism Management Perspectives, 39. https://doi.org/10.1016/j.tmp.2021.100854

Alexander, A., De Smet, A., Weiss, L. (2020). Decision Making in Uncertain Times. https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/decision-making-in-uncertain-times

Boyer, M. P. (2021). Experiences of pandemic coping during the first phase of the covid-19 outbreak and among college students in the United States (Order No. 28545175). Available from ProQuest Dissertations & Theses Global. (2597794883). https://www.proquest.com/dissertations-theses/experiences-pandemic-coping-during-initial-phase/docview/2597794883/se-2

Creswell, J. W., & Creswell, J. D. (2017). Research design (5th ed.). SAGE Publications.

Cui, Z. (2021). Behavioral decision making for sustainable development (Order No. 28544672). Available from ProQuest Dissertations & Theses Global. (2553559328). https://www.proquest.com/dissertations-theses/behavioral-decision-making-sustainable/docview/2553559328/se-2?accountid=35812

Kent, R. B. (1986). Pay equity: Internal and external considerations: Definitions of equity theory external equity internal equity individual equity personal equity how companies view equity how employees view equity the experts' opinion balancing external and internal equity. Compensation and Benefits Review (1986-1998), 18(3), 17. https://www.proquest.com/trade-journals/pay-eguity-internal-external-considerations/docview/196742747/se-2?accountid=35812

Michel, J. W. (2007). Investigating the impact of climate feelings and employee self-efficacy on customer service behaviors and turnover intentions: A social exchange perspective (Order No. 3277245). Available from ProQuest Dissertations & Theses Global. (304747047). https://www.proquest.com/dissertations-theses/investigating-impact-climate-perceptions-employee/docview/304747047/se-2?accountid=35812

Nowocin, T. F. (2021). Distinguishing army civilian turnover intentions through employee engagement (Order No. 28730710). Available from ProQuest Dissertations & Theses Global. (2572239184). https://www.proquest.com/dissertations-theses/distinguishing-army-civilian-turnover-intentions/docview/2572239184/se-2?accountid=35812

Rafiq, M., Naz, S., Martins, J. M., Mata, M. N., Mata, P. N., Maqbool, S., & Lau, C. K. M. (2021). A Study on Emerging Management Practices of Renewable Energy Companies after the Outbreak of Covid-19: Using an Interpretive Structural Modeling (ISM) Approach. Sustainability (2071-1050), 13(6), 3420.

Revilla, E., Rodriguez, P. B., & Simn, C. (2020). The influence of organizational context on the managerial turnover-performance relationship. Human Resource Management, 59(5), 423-443. https://doi.org/10.1002/hrm.22003

Rodriguez, R. M. (2020). A study of information technology professionals in healthcare and higher education perceived quality of relationship with their leaders and its effects on follower organizational commitment during the COVID-19 pandemic (Order No. 28257498). Available from ProQuest Dissertations & Theses Global. (2468393980). https://www.proquest.com/dissertations-theses/study-information-technology-professionals/docview/2468393980/se-2?accountid=35812

University of Phoenix. (2021). Purpose, Research Question and Hypothesis. https://ecampus.phoenix.edu/secure/aapd/SAS/Purpose-Research-Questions-Hypotheses/story_html5.html?lms=1