Program

Education Doctorate

Number of Pages

139

Year Approved

2024

First Advisor

Michener, Mary

Second Reader

Krista Soria, John Dunne

Abstract

This cross-sectional quantitative study examined the relationship between public K-12 leaders’ levels of religiosity, job satisfaction, intention to leave, and perceived organizational fit when required to implement policies incongruent with their personal values. This study also explored whether experiences of values incongruence were related to job satisfaction, intention to leave, and perceived organizational fit. The leaders’ level of religiosity and experiences with values incongruence served as the independent variables to compare with the three dependent variables: job satisfaction, intention to leave, and perceived organizational fit. The person-environment fit theory provided the overarching conceptual framework (Kristof, 1996). Participants were recruited from eight states via email with a total sample size of 333 leaders who completed the online survey. Using a combination of descriptive statistics, correlational analysis, and linear regressions, this study found that there was a statistically significant relationship between job satisfaction and religiosity but did not find a statistically significant relationship between religiosity and intent to leave or person-organization fit. Findings also indicated that leaders with higher levels of religiosity had higher levels of job satisfaction even when incongruence existed. Additionally, after controls, the study found a statistically significant relationship between experiences of incongruence and lower levels of job satisfaction, higher intentions to leave, and weaker person-organization fit. Finally, results indicated that men who experienced values incongruence were less likely to intend to leave and maintained a stronger person-organization fit.

Degree Name

Education Doctorate

Document Type

Doctoral dissertation

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