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A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment./
Author:	Stone, Mark.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
Description:	277 p.
Notes:	Source: Dissertations Abstracts International, Volume: 82-09, Section: A.
Contained By:	Dissertations Abstracts International82-09A.
Subject:	Demography. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28319371
ISBN:	9798582559382

A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment.
Stone, Mark.

A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 277 p.

Source: Dissertations Abstracts International, Volume: 82-09, Section: A.

Thesis (Ed.D.)--Grand Canyon University, 2021.

This item must not be sold to any third party vendors.

The purpose of this quantitative, correlational predictive study was to determine if and to what extent affective organizational commitment predicts emerging adults' turnover intentions above and beyond emerging adults' ratings of supervisors' authentic leadership style in the Southwest United States. This study's theoretical foundations were authentic leadership theory, the conceptual model of turnover intention, and the three-component model of organizational commitment. Data were collected following purposive and snowball sampling from 73 emerging adult participants. The study included two research questions designed to test for authentic leadership and turnover intention and to examine if affective commitment predicted additional variance concerning the relationship. The variables were measured with the ALQ, TIS-6, and TCM-ECS instruments. A hierarchical multiple regression analysis was used to address two research questions. This study's results indicate authentic leadership and affective commitment explained 25.4% of the variance in emerging adult turnover intention. Authentic leadership explained a statistically significant 24.3% of turnover intention variance, while affective commitment explained an additional 1.1% unique variance. Thus, both affective commitment and authentic leadership impact turnover intention, with the latter having a stronger influence. This study explored identified research gaps, provided new findings for future research, and highlighted that leaders could reduce emerging adult turnover intention by leading authentically.

ISBN: 9798582559382Subjects--Topical Terms:

614991
Demography.
Subjects--Index Terms:

Authentic leadership

A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment.
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100 1 $a Stone, Mark. $3 3690534
245 1 0 $a A Correlational Study on the Relationship of Authentic Leadership with Turnover Intention and the Predictive Role of Affective Organizational Commitment.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2021
300 $a 277 p.
500 $a Source: Dissertations Abstracts International, Volume: 82-09, Section: A.
500 $a Advisor: Stewart, Warrick.
502 $a Thesis (Ed.D.)--Grand Canyon University, 2021.
506 $a This item must not be sold to any third party vendors.
520 $a The purpose of this quantitative, correlational predictive study was to determine if and to what extent affective organizational commitment predicts emerging adults' turnover intentions above and beyond emerging adults' ratings of supervisors' authentic leadership style in the Southwest United States. This study's theoretical foundations were authentic leadership theory, the conceptual model of turnover intention, and the three-component model of organizational commitment. Data were collected following purposive and snowball sampling from 73 emerging adult participants. The study included two research questions designed to test for authentic leadership and turnover intention and to examine if affective commitment predicted additional variance concerning the relationship. The variables were measured with the ALQ, TIS-6, and TCM-ECS instruments. A hierarchical multiple regression analysis was used to address two research questions. This study's results indicate authentic leadership and affective commitment explained 25.4% of the variance in emerging adult turnover intention. Authentic leadership explained a statistically significant 24.3% of turnover intention variance, while affective commitment explained an additional 1.1% unique variance. Thus, both affective commitment and authentic leadership impact turnover intention, with the latter having a stronger influence. This study explored identified research gaps, provided new findings for future research, and highlighted that leaders could reduce emerging adult turnover intention by leading authentically.
590 $a School code: 1582.
650 4 $a Demography. $3 614991
650 4 $a Business administration. $3 3168311
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653 $a Emerging adulthood
653 $a Intention to quit
653 $a Affective organizational commitment
653 $a Turnover intention
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690 $a 0938
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710 2 $a Grand Canyon University. $b College of Doctoral Studies. $3 2097618
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792 $a 2021
793 $a English
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