Theses and Dissertations
Date of Award
9-1-2026
Document Type
Dissertation
Degree Name
Doctor of Education (Ed.D.)
Department
Counseling, Leadership, Literacy, and Special Education
First Advisor
Justine McGovern, PhD, LMSW
Second Advisor
Jonathan Haas, MD
Third Advisor
Elisabeth Kim, PhD
Abstract
This study investigated the role of leader-member exchange (LMX) relationships in shaping job satisfaction and turnover intention among healthcare professionals within a radiation oncology department at an academic medical center. Grounded in LMX theory and informed by generational perspectives, the study aimed to determine whether leader-member relationship quality predicted key workforce outcomes and whether these relationships varied across generational cohorts. A quantitative research design was employed using purposive sampling in line with prior research. Data were collected through an anonymous online survey administered via Microsoft Forms. The survey included demographic items and validated instruments, including the LMX-7, the Turnover Intention Scale (TIS-6), and a modified job satisfaction measure. Data were analyzed using descriptive statistics, correlation analyses, and regression modeling in RStudio. Findings indicated that LMX quality was a significant predictor of both job satisfaction and turnover intention, with stronger leader-member relationships associated with higher satisfaction and lower intent to leave. Generational cohort did not significantly moderate these relationships when examining adjacent groups (i.e., Generation X and Millennials), suggesting that LMX quality operates consistently within shared professional contexts. However, broader comparisons revealed that generational differences may emerge when assessing more distinct groups (i.e., older and younger). Furthermore, exploratory analyses revealed differences by gender, although these findings should be interpreted with caution given the sample size and uneven gender distribution. Overall, the results highlight the importance of relational leadership in healthcare settings and suggest that leadership practices grounded in communication, support, and trust are crucial to workforce stability. These findings contribute to the broader literature by clarifying the contextual nature of generational differences and offer practical implications for leadership development within complex clinical environments.
Recommended Citation
Mendez, Christopher, "Leader-Member Exchange and Workforce Outcomes in Healthcare: Assessing Job Satisfaction, Turnover Intention, and Generational Differences in an Academic Medical Center" (2026). CUNY Academic Works.
https://academicworks.cuny.edu/le_etds/58
