The Impact Of Leadership Style On Employee Turnover Intention

In the past half century,China has become the new global economic center.In the increasingly fierce market competition,enterprises of different natures and industries,including state-owned enterprises and central enterprises,have experienced serious job-hopping and resignation problems.In the high-speed social development,enterprise managers have long recognized that employees are the core source of organizational value creation and one of the most important resources of enterprises.Moderate level jumping phenomenon can promote innovation and development of the company,and excessive jumping phenomenon will bring huge or even negative impact on the company.Therefore resignation has become one of the most concerned phenomena in the human resources management of modern enterprises.The leader's leadership style is the most direct expression of the organizational culture of the organization.The leadership style of the employees and the leaders can match each other,not only matters whether the employees can establish a good social exchange relationship with the organization,but also the employee's turnover intention.The turnover intention has a significantly predictive effect on the employee's turnover behavior.For this reason,how to effectively reduce the employee's turnover intention is of great significance to any industry and any enterprise.However,from today's research,the relationship between leadership style and employee turnover intention is still in the exploration stage.Therefore,exploring the influence of corporate leaders' leadership style on employee turnover intention in the context of Chinese culture is a problem worthy of attention.Based on the review of leadership style,turnover intention,emotional commitment,leadership-member exchange relationship theory and literature,this study constructs the conceptual model of this research,including leadership style,turnover intention,emotional commitment,leadership-member exchange relationship.Then further research hypotheses are made,mainly to study the influence of leadership style on turnover intention,and the mediating and moderating role of emotional commitment and leadership-member exchange relationship.Exploratory factor analysis was conducted on leadership style,turnover intention,emotional commitment,and leadership-member exchange relationship by issuing questionnaires and analyzing questionnaire data.According to the analysis results,the leadership style is divided into three dimensions: transformational leadership style,transactional leadership style and laissez-faire leadership style.Leadership-member exchange relationship is divided into four dimensions: emotion,loyalty,contribution and professional respect.After verifying the reliability and validity of the scale,it is confirmed that the research requirements are met.Through regression analysis of the data of the questionnaire,this study believes that leadership style has a good predictive impact on turnover intention and emotional commitment.Through path analysis,the study believes that transformational leadership style and transactional leadership style have a significant positive impact on emotional commitment and have a significant negative impact on turnover intention;laissez-faire leadership style has a significant negative impact on emotional commitment.The turnover intention has a significant positive impact.This study also validates the influence path of the leadership style on the turnover intention through the mediator of emotional commitment and the leadership-member relationship.Research shows that emotional commitment has an intermediary role between laissez-faire leadership style,transactional leadership style and turnover intention,and mediation between transformational leadership style and turnover intention is not significant;leadership-member exchange relationship is in transformational leadership style and There is a positive adjustment between the turnover intentions,and the adjustment between the transactional leadership style,laissez-faire leadership style and turnover intention is not significant.Therefore,when considering how to effectively reduce the turnover intention of employees,enterprises should start by changing the leadership style that matches employees and improving the emotional commitment level of employees and the quality of leadership-member exchange relationship,realizing the change of employees' work attitude and effectively motivating employees,so as to greatly improve the efficiency of employees' work and reduce the tendency of employees to leave.This study puts forward ideas and suggestions for reducing the turnover intention of employees,and provides a new theoretical basis for human resources management in modern enterprises.