Organizational Climate and Turnover Intentions moderated by Leadership Style

Abstract

There have been broad explorations of organizational climate, turnover intentions, and leadership styles in significant organizational contexts, but these have been mainly conducted in European countries or developed countries. Despite the well-off and rising literature on the subject, there needs to be more discernment of how leadership style affects organizational climate and turnover intentions in underdeveloped countries. Against this scenario, this study demonstrates the relationship of organizational climate with turnover intentions and the moderating role of transformational leadership style. Besides, the study tested the influence of transformational leadership style on organizational climate and turnover intentions. The study is conducted on faculty members of Southern Punjab University. Three hundred fifty questionnaires were distributed among faculty members, and the return questionnaire rate was 94%. The present study used a quantitative research design. The data was collected through a structured questionnaire and used a simple random sampling technique. For the said purpose, correlation and regression analysis are used to conclude. Moreover, a significance test (t-test and ANOVA) was used to check the impact of demographics on independent and dependent variables. AMOS graphics and SPSS are used as analysis tools. The regression showed a significant relationship between the dependent variable (turnover intentions) and the independent variable (organizational climate). Still, transformational leadership does not mediate the relationship between organizational climate and turnover intentions. Chronchbach alpha value shows the reliability of data, and it shows the data that is used in this research is reliable; the significance value of the F-test shows the validity of the model, and in this research, the significant matter is .017, which indicates that the model is valid.