Study On Relationships Between The Leadership Style And Employees’ Turnover Intentions

Nowadays China’s economy has developed rapidly, and competition among enterprises has become increasingly fierce. The competition between the enterprises is the talent competition, talent has become an important means for the enterprises to obtain competitive advantage and sustainable development. However, domestic enterprises are also facing a more serious challenge, which is the talent of high turnover rate, especially the high turnover rate of outstanding talent. Appropriate employee turnover is beneficial to the innovation and development of the enterprise, but excessive and no control of employee turnover can bring a deadly hazard. Human capital is an important power for the development of social economic, which makes outstanding contributions to the development of national economy and social progress. In today’s era of fierce talent competition, how to take effective measures to reduce employee turnover rate is the priority of domestic enterprise human resources management work. Because the employee turnover intentions play a good predictor of employee turnover behaviour, based on this, understanding of the employee turnover intentions and actively take effective measures to avoid such turnover intentions into behaviour is of great significance for companies. Scholars find that corporate leadership style will have an impact on employee turnover intentions by analyzing the factors on employee turnover intentions, which is often ignored by enterprise managers. So it is necessary to further study the relationship between them.Through the literature review, on the study of leadership style and turnover intention have made abundant achievements, but the research on relationship between them is not deep enough, the psychological empowerment as the mediator to investigate the mechanism of action for research is a handful. In view of this, the article through the literature research, informal interviews and questionnaires to investigate the enterprise staff in place of xinjiang, henan and Beijing, to collect relevant data, to complete the questionnaire. And using SPSS17.0 to execute the statistical analysis. Explore the relationship between leadership style and turnover intentions, and psychological empowerment of action of the intermediary variable. The main conclusions are as follows:(1)autocratic leadership style has a significant positive impact on employee turnover intentions;(2)democratic leadership style has a significant negative impact on employee turnover intention;(3) laissez-faire leadership style has a significant positive impact on employee turnover intentions;(4) autocratic leadership style has a significant negative impact on psychological empowerment;(5) democratic leadership style has a significant positive impact on psychological empowerment;(6) psychological empowerment has a significant positive impact on employee turnover intention;(7)psychological empowerment plays a partial mediating role between autocratic leadership style and employee turnover intention;(8)psychological empowerment plays a partial mediating role between democratic leadership style and employee turnover intention. Finally, the article gives some advices on weakening the employee turnover intentions for enterprises, at the same time, prompting the business leaders to shift the mode of leadership, and take effective measures to enhance the staff’s psychological empowerment, and make employees to stay in business to make a greater contribution.