School of Behavioral Sciences


Doctor of Philosophy in Psychology (PhD)


Rebecca Lindsey


Job embeddedness, perceived supervisor support, perceived peer support, turnover intent, Special Operations




The COVID-19 pandemic created a societal recalculation based on a situation where mass populations were sent into isolation. Research noted the need for meaningfulness and intimacy creating a psychological imbalance that resulted in withdrawal from work and a reinvestment in higher priorities, called the Great Resignation. These cascading effects continue to negatively impact morale and performance, something that U.S. Special Operations cannot afford as the premier global combatant command. From a pool of 140 Special Operations participants data was collected through an anonymous survey to quantitatively assess correlational relationships among perceived peer support, perceived supervisor support, job embeddedness, and turnover intent in post-pandemic Special Operations. This study concluded that high levels of perceived supervisor support and perceived peer support have a significant relationship with turnover intent, further analysis revealed the strongest relationship nested within perceived supervisor support. Further synthesis of data revealed a significant correlation between perceived peer support, perceived supervisory support, and job embeddedness. The study also concluded that perceived peer support had the strongest relationship with job embeddedness. This concept finds Scriptural grounding in the relationships between Christ, His disciples, and their interactions. Solomon famously addressed the importance of peer support when he stated that “iron sharpens iron”.

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