Research On The Impaction Of Authentic Leadership And Perceived Organizational Support On Employees’ Turnover Intention

With the development of economy and society, and now the arrival of the knowledge economy, enterprise personnel flow quickly. The high staff turnover rate puzzles managers seriously, and has also aroused the attention of industry and academia. Therefore, It has very important realism mean to explore the root causes of employee turnover and find an effective way to reduce the turnover rate. So as to ensure the steady development of enterprises.Leadership has always been a leader of the staff in the work, the leader type and the way of leadership has an important influence on the organizational behavior of employees. Authentic leadership is characterized by high moral character and strong psychological capital, which are similar to the Chinese culture that pay attention to the reality and faith, particularly important in Chinese context in which pay attention to ethics very much. Authentic leadership can establish trust between the subordinates and support subordinates’ work. So he can improve feelings attachment to organization for the staff. And to retain staff is of great significance.Through literature review, This paper analyzes the influence mechanism of the five variables, which are authentic leadership, organizational commitment, leader-member relationship, the perceived organizational support, turnover intention, and we finally build the influence of the relationship between those variables, and select the employee’s gender and marital status as control variables of our model. Through the research we come to five aspects of the content, negative correlation authentic leadership and the employee’s turnover intention, negative correlation between the perceived organizational support and the employee’s turnover intention, the mediating effect of organizational commitment on the authentic leadership and turnover intention, the moderating effect of leader-member relationship on authentic leadership and organizational commitment, the moderating effect of the perceived organizational support on organizational commitment and the employee’s turnover intention.In our study, we use 238 commuters, who come from not the same organization, as the sample and have made the empirical analysis.We have made some conclusions: First, the authentic leadership and its three dimensions which are self-awareness, relational transparency, moral perspective are negatively related with turnover intention. Second, the perceived organizational support and its three dimensions which are work support, care interest, value identity, are negatively influence employee’s turnover intention. Third, The mediating effect of organizational commitment on the authentic leadership and turnover intention; Fourth, leader-member relationship play a moderating effect on authentic leadership and organizational commitment; Fifth the perceived organizational support play a moderating effect on organizational commitment and the employee’s turnover intention.