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The Relationship between Leadership ...

Duque, Lomalinda.

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The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education./
Author:	Duque, Lomalinda.
Description:	146 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.
Contained By:	Dissertation Abstracts International76-12A(E).
Subject:	Higher education. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3716137
ISBN:	9781321946413

The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education.
Duque, Lomalinda.

The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education. - 146 p.

Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.

Thesis (Ph.D.)--Sullivan University, 2015.

The purpose of this quantitative correlation study was to examine the relationship between leadership styles and employee turnover intentions in higher education. The participants were full-time employees from a public community college in the state of Hawaii. The Multifactor Leadership Questionnaire (MLQ Form 5X-Short) was completed by employees to measure their perceptions of transformational and transactional leadership behaviors of their leaders. The Turnover Intention Scale was administered to employees to measure their intention to leave the institution. Additionally, a demographic survey was used to help describe the demographic information from a sample of respondents. Principal Component Analysis (PCA) and Cronbach alpha coefficients were used to assess the reliability and validity of the measuring instruments. Analysis showed satisfactory reliability for both the MLQ (5X-Short) and the Turnover Intention Scale. Factor analysis showed two principal components for the MLQ (5X-Short) items and one for the Turnover Intention Scale. Survey responses were analyzed using descriptive statistics and Pearson correlation analysis. The data were numerically reported, using p-values and the correlation coefficient to show the strength of the variable relationships. The study results showed no statistical significance in correlations in four transformational leadership dimensions and employee turnover intentions. Study results also showed no significant correlations in two transactional leadership dimensions and employee turnover intentions. However, strong positive correlation was found between passive management by exception of transactional leadership style and employee turnover intention. The study results indicate that employees prefer leaders whose leadership styles are perceived as transactional. The study addressed the reported literature gap and results may provide empirical research on a topic wherein limited research is present. Limitations, potential implications, and suggestions for future research were presented.

ISBN: 9781321946413Subjects--Topical Terms:

641065
Higher education.

The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education.
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245 1 4 $a The Relationship between Leadership Styles and Employee Turnover Intentions in Higher Education.
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500 $a Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.
500 $a Adviser: Marilyn Faulkenburg.
502 $a Thesis (Ph.D.)--Sullivan University, 2015.
520 $a The purpose of this quantitative correlation study was to examine the relationship between leadership styles and employee turnover intentions in higher education. The participants were full-time employees from a public community college in the state of Hawaii. The Multifactor Leadership Questionnaire (MLQ Form 5X-Short) was completed by employees to measure their perceptions of transformational and transactional leadership behaviors of their leaders. The Turnover Intention Scale was administered to employees to measure their intention to leave the institution. Additionally, a demographic survey was used to help describe the demographic information from a sample of respondents. Principal Component Analysis (PCA) and Cronbach alpha coefficients were used to assess the reliability and validity of the measuring instruments. Analysis showed satisfactory reliability for both the MLQ (5X-Short) and the Turnover Intention Scale. Factor analysis showed two principal components for the MLQ (5X-Short) items and one for the Turnover Intention Scale. Survey responses were analyzed using descriptive statistics and Pearson correlation analysis. The data were numerically reported, using p-values and the correlation coefficient to show the strength of the variable relationships. The study results showed no statistical significance in correlations in four transformational leadership dimensions and employee turnover intentions. Study results also showed no significant correlations in two transactional leadership dimensions and employee turnover intentions. However, strong positive correlation was found between passive management by exception of transactional leadership style and employee turnover intention. The study results indicate that employees prefer leaders whose leadership styles are perceived as transactional. The study addressed the reported literature gap and results may provide empirical research on a topic wherein limited research is present. Limitations, potential implications, and suggestions for future research were presented.
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