Theses and Dissertations

Issuing Body

Mississippi State University

Advisor

Nukpezah, Julius A.

Committee Member

French, P. Edward

Committee Member

Potter, Michael R.

Committee Member

Abutabenjeh, Sawsan

Committee Member

Breen, J. Dallas

Date of Degree

12-13-2024

Original embargo terms

Visible MSU only 2 years

Document Type

Dissertation - Campus Access Only

Major

Public Policy and Administration

Degree Name

Doctor of Philosophy (Ph.D.)

College

College of Arts and Sciences

Department

Department of Political Science and Public Administration

Abstract

Turnover intentions among U.S. federal employees are concerns that warrant scholarly investigations. Determining what contributes to these intentions provides a better assessment of how to focus on future human resource strategies and the implementation of those plans. This dissertation proposes and develops testable hypotheses for employee turnover intentions within the U.S. federal agencies. This dissertation contends that the likelihood of employee turnover intention is influenced by the degree of organizational publicness. The dissertation further asserts that organizational publicness has a moderating effect on employee perception of various organizational outcomes that affect turnover intentions. The study used data from the 2023 Federal Employee Viewpoint Survey (FEVS), administered by the Office of Personnel Management (OPM) to test the study’s assertions. The study shows that federal bureaucracies that are more public (e.g., executive departments) report higher employee turnover intentions. Furthermore, it revealed that employee perceptions about leadership, supervision, the organization, and work unit are lower with those in Executive Departments. The dissertation’s contributions include the following. First, it validates the importance of organizational publicness’ influence on employee’s turnover intentions. Second, it supports existing findings that demographic factors, workplace satisfaction factors, and organizational/relational factors play a significant role in predicting employee turnover intentions. Third, it highlights the behavioral aspect of employee turnover intentions. Fourth, it extends knowledge regarding organizational publicness and its influence on job satisfaction to employee turnover intention. Finally, the dissertation calls attention to policy makers to pay attention to the possible effects that organizational publicness has on employee choices and structure bureaucracies accordingly.

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