Research On The Influence Of Charismatic Leadership On New Generation Employees’ Turnover Intention

As the new generation of employees continue to enter the workplace and become the main force of the enterprise,they bring new internal power to the organization.At the same time,their high turnover rate also challenges the range of talent cost input and organizational stability.Research has shown that the new generation of employees is perceived to exhibit a stronger need for participation and different attitudes and preferences.Especially in terms of leadership style,they prefer participatory leadership style.Charismatic leaders have the characteristics of personality charm,vision description,care for employees,environmental sensitivity and unconventional behavior,so that the new generation of employees can identify with the values of the organization,display their personal talents,feel care and immerse themselves in the organization.However,there are few studies on charismatic leadership and turnover intention of new generation employees.Therefore,this thesis tries to explore the influence of charismatic leadership on turnover intention of new generation employees at different levels.Based on social exchange theory and social identity theory,this thesis constructs a theoretical model with charismatic leadership as the independent variable,organizational climate as the mediating variable,organizational identity as the moderating variable,and turnover intention of the new generation of employees as the dependent variable.Through the form of questionnaire,the sample data of 375 new generation employees were obtained.SPSS was used for correlation analysis and regression analysis.The results show that:(1)Charismatic leadership has a significant negative impact on turnover intention of new generation employees;(2)Charismatic leadership has a significant positive impact on organizational climate;(3)Organizational climate has a negative impact on the turnover intention of the new generation of employees;(4)Organizational climate plays a mediating role between charismatic leadership and turnover intention of new generation employees;(5)Organizational identity positively moderates the positive impact of charismatic leadership on organizational climate;(6)Organizational identity positively moderates the mediating effect of organizational climate on the relationship between charismatic leadership and turnover intention of new generation employees.The empirical results of this thesis verify the internal mechanism and boundary conditions between charismatic leadership and turnover intention of new generation employees.It provides a new idea for leaders to effectively reduce the turnover tendency of the new generation of employees.Meanwhile,it calls on managers to continuously improve the internal and external image of the organization and deepen the emotional value transmitted between the organizational level and the individual level,so as to enhance the organizational identity and belonging of the new generation of members.It can effectively reduce their turnover intention.