Authentic leadership and Turnover Intention: The Role of PSS and Organizational Identification

Abstract

Drawing on organizational support theory and social identity theory, we examine the effects of authentic leadership on employee turnover intention. Especially, we focus on the mediating role of perceived supervisor support (PSS) and the moderating role of organizational identification. Using data from 433 respondents in several business organizations in South Korea, we found that PSS completely mediated the relationship between authentic leadership and employee turnover intention. Moreover, organizational identification moderated the relationship between PSS and turnover intention, such that the relationship between PSS and turnover intention is stronger for employees with high organizational identification. Herein, we discuss the managerial implications and future research directions arising from our study.