A Study On The Relationship Among Corporate Culture,Leadership Style And Employee Turnover Intention

Since the21st century, with the deepening of economic globalization, enterprises faceincreasingly complex business environment. To sustain development and adapt to theenvironment, enterprises constantly merger, restructure and even process reengineer, so the flowof talent in the change is inevitable. In2012, because of the slowdown in the economy,32%ofthe staff of the talent market have an undercurrent on job-hopping,43%of people want tochange their job in the coming year. How to deal with the negative effects brought by the loss ofpersonnel is an impending problem which the enterprise managers must face. In order to solvethis problem, many scholars and entrepreneurs proceed it from the perspective of enterpriseculture construction and appropriate leadership style. Therefore, enterprise culture andleadership style’s effect on employee turnover intention is worth studying.This study is based on Chinese situation perspective to design the questionnaire, referringto the domestic and foreign mature scale. It analyzes the collecting data by basic descriptivestatistics, validity and reliability test, variance and correlation analysis and structural equationmodel validation. Through factor analysis, it put forward six explaining factors about corporateculture: goals and vision, coordination, innovation, organization of study, work participation,strategy; and it proposed two explaining factors about leadership style: transformationalleadership and transactional leadership.Through correlation analysis, it concluded that the goalsand vision and job involvement in corporate culture have significant negative correlation withturnover intention, and two types of leadership style have significant negative correlation withturnover intention. Through structural equation model analysis, the ultimate theory model isproved, the corporate culture and leadership style which impact on turnover intention is throughthe intermediary variable of job satisfaction. Enterprise culture does not directly impact onturnover intention, but leadership style directly impact on turnover intention. Among them, thejob satisfaction and turnover intention have significant negative correlation, namely the jobsatisfaction is lower, the employees’turnover intention is higher. If the external environment canprovide the suitable job opportunities, employee turnover intention will increase.