Factors Affecting Intention To Leave
This study examines the correlations between employees’ perception of their superiors’ leadership styles (i.e task-and people-orientations) together with a few demographic factors and their intentions to leave the organizations. The research findings have shown that only the employees’ perception of...
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| Main Author: | |
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| Format: | Thesis |
| Language: | en en |
| Published: |
1997
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/921/1/Mohd_Sharuddin_Arifin.pdf https://etd.uum.edu.my/921/2/1.Mohd_Sharuddin_Arifin.pdf https://etd.uum.edu.my/921/ |
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| Summary: | This study examines the correlations between employees’ perception of their superiors’ leadership styles (i.e task-and people-orientations) together with a few demographic factors and their intentions to leave the organizations. The research findings have shown that only the employees’ perception of the superiors’ leadership style of people-orientation is a major factor related to the intention to
leave. This relationship is statistically significant at the level of 5%. In this context, leaders who have high people-orientation leadership style will have
subordinates who have low intentions to leave. Beside that, age, organizational tenure, and job status are a few demographic factors which are also significantly related to employees’ intentions to leave the organization. |
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