The ability to retain higher education followers (faculty and staff) is extremely important. Much of the literature and data suggest a problem exists due to the number of followers that are departing higher education. The literature indicates that leadership style and motivation impact a follower's decision to leave their institution. Additionally, "The Chronicle of Higher Education" (2018) stated followers identify job satisfaction as the rationale for remaining or leaving their job. The goal of this research study was to identify the relationship between leadership style, motivation with generational characteristics, job satisfaction and institutional retention strategies among community college faculty. Little literature existed regarding all constructs and how they impact follower retention. Therefore, it was vital to discover methods to combat follower departure by answering the overarching question, '"What impact does toxic leadership style have on motivation, job satisfaction and retention of community college faculty in Louisiana?"' The major findings of this study included Generation Xers accounting for the majority of faculty serving students in LA community colleges. The study also revealed that faculty did not feel their immediate supervisor exhibited toxic behavior. Additionally, faculty members' passion for teaching along with intrinsic and extrinsic factors motivated faculty to remain with the institution despite low pay. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]