Date of Award

5-2017

Degree Type

Honors College Thesis

Department

Management and International Business

First Advisor

Amy Sevier, MBA, MSc

Advisor Department

Management and International Business

Abstract

Human Resources (HR) is a dynamic, changing, and vital part of every business whether commercial or governmental. HR is also often left to deal with voluntary turnover and the difficulties it brings. This study focuses on the implications of rising turnover/voluntary turnover within the federal government. The aim of this study was to analyze the data collected by the United States Office of Personnel Management (OPM) to determine the connections between turnover/voluntary turnover and demographic factors, workplace satisfaction factors, and organizational/relational factors within the federal government. This analysis examined the Fed Scope data from 2011 through 2016, and employee surveys taken in the year 2016. The collected data was analyzed, and showed strong connections between age and likelihood to voluntarily turnover, as well as the varying levels of satisfaction of employees about the organization.

A survey was then created to assist HR managers in the analysis of employees on a smaller scale to predict future voluntary turnover, and help manage for turnover. Comparing the survey answers and identifying possible correlations, will be beneficial to companies in both the public and private sectors. The findings of this study contribute to Human Resources by shedding light upon what leads employees to voluntarily leave their jobs. Further, it explains the implications of turnover in general, as well as attempts to provide insight on management styles and ways to prevent and discourage voluntary turnover.

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