The Relationship between Leadership Styles and Employee Turnover Intention: A Review Paper

Abstract

The tendency of workers leaving the firm and hiring fresh employees has become a worldwide problem in various organizations. Given the rate of conversions and work turnover, the high turnover intention rate is measured as a significant drawback to any business. The loss of associated workers can have a negative influence on a company's competitive benefit, reduce the motivation of different employees, and reduce productivity and job quality. Several factors play a role in choosing to quit a job. They comprise managing, hierarchal structure, an worker’s personality, and competencies, alternative job opportunity, self-assessment of organizational decision regarding the job, salary, job satisfaction, work experience, job expectations, job resilience, job advancement, pay benefit, and common support of the executive and organizational policies. These vital elements can lead to attitudes that affect one's job satisfaction assessment so they stay in the organization. Thus, this project tries to analyze probable elements which provide a substantial result on the employee turnover intention in an association. Establish a literature review, most of the researches had presented a negative association between leadership styles and employees’ turnover intention in numerous departments of businesses. The aim of this investigation is to explore the significance of transformational and transactional leadership styles on employee turnover intention.