ISSN: 2222-6990
Open access
In a rapidly changing environment and continuing competitive pressure in the business world, the management of human resources has emerged as a significant problem. Primarily, organizations experience difficulty in retaining the top talent and sustaining a healthy work environment for improving their engagement and retention prospects. This study aimed to examine the effect of transformational leadership on intent to stay. It also analyzed the mediating role of self-efficacy in the relationship between transformational leadership and intent to stay. A cross-sectional study design following a quantitative paradigm was used. Employees working at textiles, leathers, and clothing corporations listed on the Amman Stock Exchange were recruited. Questionnaires were completed by 227 employees and data was statistically analyzed utilizing Statistical Package for the Social Sciences (SPSS) following Structured Equation Model (SEM). Results indicated that intent to stay was significantly related to transformational leadership. Furthermore, the study produced support for the claim that self-efficacy had a mediating effect on the relationship between transformational leadership and intent to stay.
Anastasiadou, A., & Griva, E. (2018). Identifying Teachers’ Views on the Impact of Early Foreign Language Learning on Children’s Linguistic Development. 2Multilingual Academic Journal of Education and Social Sciences, 6(1), 21–40.
Avolio, Bruce, J., David, A., Waldman, & Francis, J. Y. (1991). The Four I’s of Transformational Leadership. Journal of European Industrial Training, 15 (4), 9-16.
Bass, B. M., & Avolio, B. J. (1997). Full range leadership development: Manual for the multifactor leadership questionnaire. Palo Alto, CA: Mind Garden.
Bass, B. M. & Avolio, B. J. (1993). Transformational leadership and Organizational ?Culture, Public Administration Quarterly, 112-121. ?
Browne, M. W., Cudeck, R., and Bollen, K. A. (1993). Alternative ways of assessing model fit, Sage Focus Editions, Vol. 154, pp. 136-162.
https://doi.org/10.1177/0049124192021002005
Carless, S. A., Wearing, A. J., and Mann, L. (2000) A Short Measure of Transformational Leadership, Journal of Business and Psychology, Vol. 14, No. 3, pp. 389-405.
Chang, W. J. A., Wang, Y. S., & Huang, T. C. (2013). Work design–related antecedents of turnover intention: A multilevel approach. Human Resource Management, 52(1), 1-26. https://doi.org/10.1002/hrm.21515
Chully, A. A., & Sandhya, N. (2014). Impact of transformational leadership style: a review of global studies in the past 5 years. International Journal of Science and Research (IJSR), 3(8), 791-798.
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
Cowden T. L., & Cummings G. G. (2012). Nursing theory and concept development: a theoretical model of clinical nurses’ intentions to stay in their current positions. Journal of Advanced Nursing, 1-11.
Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.
Crossman, B., & Crossman, J. (2011). Conceptualising followership–a review of the literature. Leadership, 7(4), 481-497.
Dimaculangan, E. D., & Aguiling, H. M. (2012). The effects of transformational leadership on salesperson's turnover intention. International Journal of Business and Social Science, 3(19).
Preez, D. R., & Bendixen, M. T. (2015). The impact of internal brand management on employee job satisfaction, brand commitment and intention to stay. International Journal of Bank Marketing, 33(1), 78-91.
Eberly, M. B., Bluhm, D. J., Guarana, C., Avolio, B. J., & Hannah, S. T. (2017). Staying after the storm: How transformational leadership relates to follower turnover intentions in extreme contexts. Journal of Vocational Behavior, 102, 72-85.
http://crossmark.crossref.org/dialog/?doi=10.1016/j.jvb.2017.07.004&domain=pdf
Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American journal of theoretical and applied statistics, 5(1), 1-4.
Gao, R., Rang C., Rolph, A. E., & Srinivasan, S. (2016). Transformational Leadership and Salesperson Job Performance: Mediating Effects of Accomplishment Striving and Perceived Self-Efficacy. 2016 AMA Winter Educators’ Proceedings.
Goodwin, K. (2019). Developing self-efficacy and career optimism through participation in communities of practice within Australian creative industries. Australian Journal of Career Development, 28(2), 122-131.
Green, A. E., Miller, E. A., & Aarons, G. A. (2013). Transformational leadership moderates the relationship between emotional exhaustion and turnover intention among community mental health providers. Community mental health journal, 49(4), 373-379.
Gyensare, M. A., Kumedzro, L. E., Sanda, A., & Boso, N. (2017). Linking transformational leadership to turnover intention in the public sector: The influences of engagement, affective commitment and psychological climate. African Journal of Economic and Management
In-Text Citation: (Judeh & Abou-Moghli, 2019)
To Cite this Article: Judeh, M., & Abou-Moghli, A. A. (2019). Transformational Leadership and Employee Intent to Stay: Mediating Effect of Employee Self-Efficacy. International Journal of Academic Research in Business and Social Sciences, 9(12), 284–297.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode