Employee turnover is a persistent problem contributing to financial issues and declining
productivity in nonprofit organizations. Nonprofits cannot fulfill their core missions of
providing services to people in need when managing staffing disruptions. Measuring
employee turnover intention can determine the probability of employee turnover, and a
potential predictor of turnover intention is emotional intelligence, an area unstudied in the
nonprofit sector. This study was designed to explore this relationship, in addition to the
employee's commitment to the organization. The population consisted of 273 nonprofit
employees older than 18 years, working in a nonsupervisory capacity. They completed an
online survey consisting of measures of emotional intelligence, turnover intention, and
commitment. The findings of this study showed no relationship between total emotional
intelligence and turnover intention; however, there were significant relationships with the
4 predictors of emotional intelligence, as well as the scales of commitment. The results of
this study can be used to better understand how to strengthen a nonprofit employees'
commitment to his or her organizations through better understanding of commitment
levels themselves, as well as to the emotional intelligent that informs such commitment.
With such understanding, organizations could potentially better retain the talent of their
workforces, and in turn better serve their communities without as many interruptions to
their services. Retaining employees is essential to organizational health to ensure
consistent and excellent services are provided to those in need.
| Identifer | oai:union.ndltd.org:waldenu.edu/oai:scholarworks.waldenu.edu:dissertations-9129 |
| Date | 01 January 2020 |
| Creators | Brewster, Tabitha |
| Publisher | ScholarWorks |
| Source Sets | Walden University |
| Language | English |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Walden Dissertations and Doctoral Studies |
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