D.B.A.  Baker College (Michigan), 2021.
Specialization:  Business administration

Relationship between federal work-life balance and intent to leave
112 pages. UMI #: 28969359
Citation, Abstract & Full text in ProQuest Dissertations & Theses Database

As is the case in the broader economy, there is a growing labor force issue within the federal government. Baby Boomers are retiring, and there is a need to hire and retain younger employees. It is critical for the leaders in the federal government to understand what factors attract, motivate, and serve to retain these employees. Examining an employee’s intent to leave an organization can contribute to identifying these factors. Grounded in the work border theory, the purpose of this correlational quantitative study was to examine the factors that predict employee’s intent to leave the organization related to work life balance and other factors. Regarding work life balance, an employee’s satisfaction with telework status, childcare programs, and alternate work schedules were investigated. Other possible factors including supervisory and organizational support and policies were also examined. Archival records of U.S. federal employees who completed the 2015-2019 Federal Employee Viewpoint Survey (FEVS) and 2017 Federal Work Life Survey (FWLS) were analyzed using binary logistic regression, correlational analysis, and Kruskal-Wallis Test. From the FEVS, there was a total of 6,065,498 federal employees with a 42% response rate and sample of 2,529,040. From the FWLS, there was a total of 196,489 federal employees surveyed with a 37% response rate and a sample of 64,474. Results showed a statistically significant relationship between work–life initiatives and intent to stay, Also, there are statistically significant differences among generations on how work life balance impacts their desire to stay. The results should help determine whether work life balance programs aid in minimizing younger employee’s intent to leave the organization. The implications for positive social change include the potential for leaders in business and government to mitigate work life balance concerns aimed at retaining valuable employees as the older generations exit from the workforce. Employees who do not have the intent to leave their organization may have an increased sense of belonging and commitment, which, in turn, may positively impact employees’ productivity.

• John Vinton, Ph.D., Chair
• Peggy Houghton, Ph.D.
• Mary Dereshiwsky, Ph.D.