Essay Example on The assessment of transformational leadership when grouped on demographic Characteristics

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Several studies identified that significant differences in the assessment of transformational leadership when grouped on demographic characteristics For instance Mohammed Othman and Silva 2012 examined the significant difference between demographic variables and transformational leadership styles in Malaysia Using t test and ANOVA the findings showed that no significant differences between gender race marital status and educational level and transformational leadership This means that transformational leadership does not depend on demographic variables Jonesa Khaled and Bekhet 2015 explored the relationship of leadership styles transformational and transactional leaderships and demographics of leaders in Egypt The results showed that transformational leadership style was more adopted than transactional leadership Moreover the demographic factors type of business position age sex length of service and educational attainment have no impact on leadership styles This indicates that the leaders demographics are not significant factors in determining leadership styles 2 2 Intention to Quit There are several studies that explored the construct intention to quit For example Hayes 2015 examined the relationship between age education gender income length of tenure and employee turnover intention among full time employees in Texas

The results showed that significant relationships exist between age income and turnover intention whereas the relationship between education gender and length of tenure was found to be not statistically significant Agyeman and Ponniah 2014 investigated the effects demographic factors on turnover intentions The findings showed that turnover intentions negative affect organizational including decrease in productivity and profitability Akova Cetin and Cifci 2015 exploreds the relationship of the employees who are recruited by opening hotel businesses and their turnover intentions The results revealed that turnover intentions of the workers in opening hotel businesses are low It was also indicated that there is significant difference on turnover intentions and sex Chowdhury 2015 investigated how demographic factors influence employee turnover in the banking sector in Bangladesh The findings showed that age educational attainment and tenure influences turnover intentions Ramatu Abdulkareem Ajay and Kabiru Maitama 2014 examined the impact of demographic variables in predicting turnover intention in Nigeria The results indicated that males are more likely to leave the organization than of female in the nursing industry sex Younger respondents are likely to leave the organization compared to the older ones age Ajayi and Olatunji 2017 scrutinized how demographic factors impacts turnover intentions among Nigerian teachers

The results revealed that intention to quit is correlated with age qualification work status and experience Emiroğlu Akova and Tanrıverdi 2015 examined the relationship of turnover intention and demographic variables on five star hotels in Istanbul The findings revealed that age gender marital status education as well as the factors such as tenure wage position working department are determinants for turnover intentions 2 3 Relationship of Transformational Leadership and Intention to Quit Several researchers also delved on the role of transformational leadership to employees intention to quit For instance Gyensare et al 2016 examined the mediating effect of affective commitment on the transformational leadership and employee turnover intention relationship The findings revealed that affective commitment fully mediates the relationship of transformational leadership and employee turnover intention This suggests that affective commitment would decrease intention to quit among employees and it increases the degree of trust and willingness to follow leaders vision philosophy and ideology of the organization Herman Huang and Lam 2013 investigated transformational leadership and employee turnover Using structural equation modelling the findings showed that affective commitment mediates the relationship of transformational leadership and turnover intention Moreover employee turnover intention mediated the link between affective commitment and turnover behavior Sun and Wang 2017 examined transformational leadership employee turnover intention and actual voluntary turnover in public organizations The results revealed that transformational leadership prevents employees from forming intentions to leave the organization and at the same time indirectly cultivates a culture of collaboration Furthermore increase in turnover intentions leads to increase in actual turnover rate Amayappan 



2017 investigated the relationship between transformational leadership styles and employee turnover intention in Malaysia The results indicated that transformational leadership styles have negative and significant relationship with employee turnover intention This suggests that the more the leaders practice transformational leadership styles the less of employee turnover intention will take place in the organization Amankwaa and Anku Tsede 2015 explored the mediating effect of alternative job opportunity in the relationship of transformational leadership and employee turnover The findings showed that transformational leadership is negatively related to employees turnover intention Moreover availability of alternative job opportunities did not mediate the transformational leadership and turnover intention relationships Sow Ntamon and Osuoha 2016 investigated the transformational leadership and employee turnover intentions of health care professionals in the United States The findings revealed that turnover intention is significant and negatively related to transformational leadership Caillier 2016 investigated how transformational leadership and mission valence impact turnover intentions and extra role behaviors The findings revealed that transformational leadership is directly negatively associated with turnover intentions Moreover mission valence partially mediates that relationship of transformational leadership and turnover intentions and it fully mediates the link between transformational leadership and extra role behaviors Dimaculangan and Aguiling 2012 explored the impacts of transformational leadership on salesperson's turnover intentions through ethical climate person organization fit and organizational commitment The findings showed that transformational leadership is negatively related to turnover intention and it indirectly decreases turnover intention through perceived ethical climate person organization fit and organizational commitment Thirulogasundaram and Kumar 2012 investigated the correlation between leadership approach and employee turnover intentions in India The findings indicated that Leadership approach has negative influence of turnover intention


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