پژوهشهای علوم شناختی و رفتاری (May 2019)
Designing & Testing Model of the Relationship between Entrepreneurial Leadership & Turnover Intention of Employees with Mediating Role of Affective Commitment & Moderating Role of Person-Organization Fit
Abstract
The turnover intention is a satisfaction & consciously, voluntarily & measured desire to leave the organization. The turnover intention imposes direct and indirect costs on the organization that can cause a disruption in the organization's performance. One of the variables that has an important role in prediction of turnover intention of employees is the entrepreneurial leadership. The aim of this study was to investigate the role of entrepreneurial leadership in turnover intention of employees with mediating role of affective commitment and moderating role of person-organization fit. Statistical population includes all 570 employees of a manufacturing company in Ahwaz. The sample of study was 183 employees who were selected using Morgan table. For collecting data, was used standard questionnaires such as entrepreneurial leadership (Thornberry, 2006), turnover intention (Cammann et al, 1979), affective commitment (Allen & Meyer, 1990), & person-organization fit (Scroggins, 2003), & for analyzing data, were used structural equation modeling & regression analysis (AMOS-22 & SPSS-22). Based on the results, the final model had good fitness (RMSEA= 0.06, CFI=0.94, GFI= 0.96). Also, the findings indicated that entrepreneurial leadership had an indirect effect on turnover intention by mediating role of affective commitment, & person-organization fit moderated the relationship between affective commitment & turnover intention. According to the results of the present study, it is recommended to managers of organizations that for reducing the turnover intention of employees pay attention to important variables such as entrepreneurial leadership, affective commitment & person-organization fit, until by this way to reduce the rate of turnover intention of employees, exorbitant costs of hiring and training new employees, decreased productivity, & the loss of experienced and skilled employees.
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