Corporate Middle Managers Transformational Leadership Perception And Turnover Intention Relationship Between Empirical Research

Middle-level managers are between corporate executives and ordinary workers. They are both managers and workers with both rights and responsibilities. They play an important link role in company and their turnover will surely be a great loss for the company. However, there are few empirical researches related to middle-level managers' turnover intention. The current studies are designed to describe and examine the relationships between the perception of transformational leadership, job satisfaction and turnover intention. We also explored the effects of different individual attributes on above Variables.A total of 204 middle-level managers took part in this study. The findings of the study were generalized as follows:1. The perception of transformational leadership of middle-level managers is higher than medium degree, of which the overall level of ethics is the highest and vision motivation is the lowest. The current job satisfaction of middle-level managers is moderate and contrast with external satisfaction the inherent satisfaction is on the higher level. Middle-level manageress's turnover intention is not so strong.2. There is a significant difference among the turnover intention of middle-level managers in different marital status, of which the unmarried have a greater tendency to quit their job. Middle-level managers aged 45 and above have a significant lower turnover intention than that of other age. Moreover, the existing seniority has a significant effect on the middle-level manageress's turnover intention and the perception of transformational leadership. Middle-level managers with higher seniority have a relatively low tendency to quit.3. The perception of transformational leadership and job satisfaction presents significant positive relation with turnover intention to middle-level managers. The stronger the perception of transformational leadership is, the higher degree the job satisfaction and the lower degree the turnover intention is.4. Job satisfaction has a significant effect on the correlation between transformational leadership and turnover intention. Job satisfaction is an intermediate variable.