Research On The Influence Of Organizational Culture And Leadership Changes On Turnover Intention

The integration of the global economy has intensified competition betweenenterprises, also makes the enterprise attention rising on talents. Human resource hasthe characteristics of liquidity. High turnover rate brings many negative effects onenterprises and become a big problem in the long-term development of the enterprise.How to effectively retain talent, reduce employee turnover rate, has became a problemcries for solution. Organizational culture is the soft power of an enterprise and it cancreate a good working environment, enhance staff’s sense of identity and belonging tothe organization, improve the job satisfaction, and have important effects on loweremployee’s turnover intention. In addition, under the background of economictransformation, the competition and rapid change of the external environment makesthe enterprises often change leadership at all levels. The leaders as a team leaderdirectly affect the employee’s work attitude and behavior. The leadership change willimpact on employee’s work, effects employee’s job satisfaction and Supervisorycommitment, and enhance the employee’s turnover intention. The studies that putorganizational culture, leadership change and turnover intention in a frame is few.Therefore, in this paper, we study the influence mechanism of organization culture,leadership change on turnover intention, In order to provide a theoretical basis tomake the enterprises effectively retain talent.In this paper, we analysis the effect mechanism of organizational culture andleadership changes on turnover intention, build the influence of the relationshipbetween the three models, and select the employee’s personality characteristics ascontrol variables of the model. Through this research to confirm the content of fiveaspects, the role of organizational culture influence on the turnover intention, the roleof leadership change influence on the turnover intention, regulatory effect ofleader-member relation in the leadership change and turnover intention, regulatoryeffect of organization culture in the leadership change and turnover intention and thecontrol effect of individual character in the organizational culture and leadershipchanges on the role of turnover tendency. In this study,254commuters as the sample,make the empirical analysis of the questionnaire data through SPSS19.0andAMOS17.0.The main conclusions of this study are as follows: First, the organization cultureand its four dimensions，mission, consistency, participationare and adaptabilitynegatively related with turnover intention, among them, the participation degree of negative impact on turnover intention is highest,adaptation lowest; Second, leadership change and employee turnover intention werepositively correlated, the leader-member relation plays a partial adjustment effect onthe relationships between leadership change and turnover intention; Third, theorganizational culture plays a partial adjustment effect on the relationships betweenleadership change and turnover intention, the effect of participation is most strongly;Fourth, employee personality characteristics significantly influence the impact oforganizational culture and leadership changes on turnover intention.