Effects of Authentic Leadership on Job Satisfaction and Younger Worker Turnover Intentions Title of your Document

This study explored authentic leadership behaviors to determine if the behaviors would relate to follower satisfaction with supervisor, overall job satisfaction and the intent to quit and in age groups of 20-24, 25-34 and 35 and over and predict the same relationships in age groups of 20-24 and 25-34. The intent was to determine if authentic leaders could positively affect the intent to quit in younger workers that in turn may attenuate turnover. This non-experimental quantitative study significantly supported the relationship to and the prediction between authentic leadership behaviors, follower satisfaction with supervisor, overall job satisfaction and a lower intent to quit. Age groups did not significantly moderate the relationships. This study demonstrated that authentic leaders significantly related to and predicted follower satisfaction with supervisor, overall job satisfaction and the intent to quit with all age groups, suggesting that authentic leaders may attenuate turnover, including younger workers.