Turnover Intention and Its Relationship with Education Benefits: A Quantitative Study at a Midwest University

Date of Award


Document Type


Degree Name

Doctor of Education in Organizational Leadership (EdD)

Committee Chair

Kevin Daberkow

Committee Member

Yuerong Sweetland

Committee Member

Patrick Bennett


The purpose of this correlational study was to explore if there was a relationship between the amount of tuition reimbursement, partnership benefits, and turnover intention at the partner organizations of a mid-size, private, non-profit university in the Midwest United States. It also examined if other factors, like tenure within an organization, industry, or position type, impacted turnover intention when employees utilized education benefits. The study applied social exchange theory and human capital theory to explain why benefits may influence an employee's turnover intentions. Using a non-experimental, correlational design, the researcher used surveys responses from 152 partnership students. Their responses were analyzed through descriptive and inferential statistics, and a correlation analysis was run to determine if there was a relationship between the variables. A statistically significant relationship was found between turnover intention and both tenure and an employee’s commitment to their organization due to additional partnership benefits. Both of these relationships aligned with the ideas of social exchange theory. The study emphasizes the need for H.R. professionals at organizations to evaluate their education benefits and policies to help reduce turnover intention.