Campus Location

Dallas Campus (Online)

Date of Award


Document Type



Educational Leadership

Degree Name

Doctor of Education

Committee Chair or Primary Advisor

Dr. Richard Dool

Second Committee Member or Secondary Advisor

Dr. Shawn Anderson

Third Committee Member or Committee Reader

Dr. Jerrel Moore


It has been argued that millennials are estimated to comprise 51% of the workplace population, making them the largest generation in the workforce. Although there are multiple generations in the workplace, it is important for employers to begin to understand the values and needs of the millennial generation due to their sheer size. There is a high level of turnover within the millennial generation. The costs associated with recruiting, selecting, and training new employees can often equal or exceed 100% of that position being filled. This quantitative study aimed to examine if there was a significant relationship between job satisfaction and millennial turnover intention within higher education. Identifying these factors may allow researchers to identify methods that could help leaders in higher education to improve retention strategies with this generation. A cross-sectional survey method was determined as this study’s best research design. The researcher used an online survey deployed on the Google Forms platform to collect the study’s data. The sampling method for this survey was a nonprobability convenience model. The target sample was 100, and the total number of surveys analyzed was 341. To address the research question, the researcher conducted a correlational analysis. The Pearson’s product-moment correlation was used to measure bivariate relationships between each of the totals of the Job Satisfaction Scale and subscales and the Turnover Intention Scale-6. A significant relationship was revealed between each of the job satisfaction subscales and intent to leave. The data analysis revealed that supervision, contingent rewards, and nature of work subscales all had a large effect size with the participants. This could be important for leaders in higher education, as these are three key areas that impact job satisfaction amongst the millennial generation.

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.



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