How does orgnaizational leadership affect intent to stay?
Best insight from top research papers
Organizational leadership significantly influences employees' intent to stay within an organization. Transformational leadership, characterized by forward-thinking and empowerment, plays a crucial role in fostering employee attachment and commitment. Psychological empowerment acts as a mediator between transformational leadership and affective organizational commitment, emphasizing the importance of positive work experiences and a sense of meaning and impact in retaining employees. Additionally, empowering leadership, coaching, and supportive efforts by administrators positively impact employees' commitment to stay, highlighting the significance of leadership support in enhancing working conditions and organizational culture. Ultimately, a well-structured reward system, conducive work environment, and quality leadership are essential factors in influencing employees' decisions to remain in an organization.
Answers from top 5 papers
More filters
| Papers (5) | Insight |
|---|---|
| Organizational leadership, specifically perceived administrative effort, directly influences teachers' commitment to stay, mediated by their perceptions of working conditions in schools, as shown in the mediation analysis. | |
| Transformational leadership positively influences intention to stay indirectly through work attachment, as shown in the research on millennials in automotive companies. | |
| Empowering leadership influences new graduate nurses' intent to stay positively by factors like coaching and showing concern, enhancing retention in hospitals. | |
11 Oct 2022 | Transformational leadership influences intent to stay by enhancing affective commitment through psychological empowerment, fostering a sense of meaning and impact, thus reducing turnover intentions within the organization. |
| Organizational leadership influences employee intention to stay by mediating the relationship between components of organizational culture, such as work environment and reward system, as per the study. |
Related Questions
What factors influence a person's intent to stay among nursing professionals?5 answersVarious factors influence a nursing professional's intent to stay in their current position. The work environment, external employment opportunities, education level, marital status, total clinical experience, professional quality of life, work satisfaction, self-acceptance, burnout levels, and perception of the practice environment all play significant roles in determining whether a nurse intends to stay or leave. For instance, the nursing work environment, marital status, and total clinical experience were found to impact the intent to leave, while factors like education level and external employment opportunities influenced the intent to stay. Additionally, burnout levels were negatively associated with the intention to stay, with a positive perception of the practice environment mediating this relationship. Efforts to improve workplace quality, promote a collaborative climate, and provide psychological empowerment can help alleviate burnout and increase nurses' intent to stay.
What specific leadership behaviors have been found to increase the likelihood of resignation among employees?5 answersAbsence of specific leadership behaviors such as lack of feedback, recognition, and involvement in employee development has been linked to health-related early exit from employment, indicating a higher likelihood of resignation. Toxic leadership behaviors have a direct and significant effect on counter-productive work behaviors and the intention to leave work. Additionally, supportive leadership is associated with lower turnover intention, highlighting the importance of positive leader-follower relationships in reducing resignation likelihood. Furthermore, local leadership behaviors in healthcare settings have been shown to impact burnout, safety culture, teamwork climate, workload, and intentions to leave, emphasizing the influence of leadership on employee well-being and engagement.
How does orgnaizational leadership affect intent to stay among nursing faculty?5 answersOrganizational leadership significantly influences the intent to stay among nursing faculty. Transformational leadership styles demonstrated by academic nurse leaders and head nurses positively impact faculty members' job satisfaction, morale, and intent to stay. Additionally, empowering leadership and organizational culture play crucial roles in enhancing the intent to stay among nursing faculty. Factors such as collaboration, tenure clarity, shared governance, and engagement contribute to increased job satisfaction and intent to stay among nursing faculty. Furthermore, staff nurse emotional intelligence mediates the relationship between transformational leadership and nurse intent to stay, highlighting the importance of emotional intelligence in fostering retention. Overall, effective and supportive organizational leadership is essential in promoting job satisfaction and retention among nursing faculty.
What are the predictor of intent to stay among nursing faculty?5 answersThe predictors of intent to stay among nursing faculty include various factors such as age, degree type, job satisfaction, organizational support, job stress, occupational commitment, and workload reflections. Older age, PhD-prepared faculty, and job dissatisfaction were significant factors influencing decisions to leave nursing academia. Additionally, organizational support was identified as a positive predictor of Psychological Capital (PsyCap) among nursing faculty, which can impact intent to seek leadership development. Job stress, organizational commitment, and occupational commitment were also significant predictors of job satisfaction and intent to stay in academia among nursing faculty. These findings highlight the importance of addressing these factors to retain and support nursing faculty in academic positions.
Do ethical leaders create positive work environments that encourage professional values and foster intention to stay?5 answersEthical leaders create positive work environments that encourage professional values and foster intention to stay. Their attitudes and behaviors, aligned with ethical principles and values, have a positive impact on employee performance and reduce perceived stress. Ethical leadership is particularly important during stressful working conditions, such as the COVID-19 pandemic, as it promotes a safe and ethical work environment, improving employee morale and fostering innovative thinking. Ethical leaders also influence employees' ethical work behavior, and this relationship is mediated by organizational commitment. Furthermore, ethical leaders reduce disengagement, leading to higher levels of job satisfaction, organizational commitment, and lower turnover intentions. Attention to meso-level variables, such as organizational characteristics and work environment, is crucial for improving the working environment and increasing nurses' intention to stay.
How does leader loyalty influence innovation in organizations?5 answersLeader loyalty can have a positive influence on innovation in organizations. Transformational leadership, which includes behaviors such as providing coaching and advice, opportunities for skill development, and showing empathy, has been found to stimulate the innovative behavior of employees. Leaders play a crucial role in facilitating innovative efforts at multiple levels, including the individual, group, and organizational levels. Different types of innovation, such as product and process innovations, may be influenced by different leader interventions, such as expertise and creative problem-solving skills, diversity, and mission definition. Loyalty to supervisors, as a form of leader loyalty, has been found to have a positive effect on employees' organizational loyalty. Overall, leader loyalty can contribute to creating a supportive and innovative organizational culture, which in turn can foster innovation within the organization.