Interaction of Perceived Leadership Type, Organizational Silence, and Turnover Intention

Halime Göktaş Kulualp

Makale detayları

Interaction of Perceived Leadership Type, Organizational Silence, and Turnover Intention

Yazarlar:

Halime Göktaş Kulualp

Yayıncı:

Karabuk University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Journal of Humanities and Tourism Research Vol.14 Issue 4, pp.681-703

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

İngilizce

Document ID (Org No.):

2001333760

pISSN:

2717-7092

Anahtar kelimeler:

Özet:

 The purpose of the study is to evaluate the relationship between organizational silence and exit intention and perceived leadership styles. The survey technique was the means of data collection. The results of the study, which involved 385 employees in the hotel sector in Istanbul, showed that the majority of employees believed their managers to be transformative leaders. The fundamental hypothesis that leadership style perception affects organizational quiet and departure intention was agreed upon. Furthermore, it was determined that both the sub-hypotheses regarding the significant and negative impact of transactional and transformational leadership on fear-based silence and the hypothesis regarding the significant and positive impact of these two leadership philosophies on silence for the organizations benefit were accepted. Furthermore, the hypothesis that transactional leadership significantly and favorably influences employees intentions to leave the company was approved, however the hypothesis that transformational leadership significantly and adversely influences employees intentions to leave the company was rejected.

 The purpose of the study is to evaluate the relationship between organizational silence and exit intention and perceived leadership styles. The survey technique was the means of data collection. The results of the study, which involved 385 employees in the hotel sector in Istanbul, showed that the majority of employees believed their managers to be transformative leaders. The fundamental hypothesis that leadership style perception affects organizational quiet and departure intention was agreed upon. Furthermore, it was determined that both the sub-hypotheses regarding the significant and negative impact of transactional and transformational leadership on fear-based silence and the hypothesis regarding the significant and positive impact of these two leadership philosophies on silence for the organizations benefit were accepted. Furthermore, the hypothesis that transactional leadership significantly and favorably influences employees intentions to leave the company was approved, however the hypothesis that transformational leadership significantly and adversely influences employees intentions to leave the company was rejected.

 The purpose of the study is to evaluate the relationship between organizational silence and exit intention and perceived leadership styles. The survey technique was the means of data collection. The results of the study, which involved 385 employees in the hotel sector in Istanbul, showed that the majority of employees believed their managers to be transformative leaders. The fundamental hypothesis that leadership style perception affects organizational quiet and departure intention was agreed upon. Furthermore, it was determined that both the sub-hypotheses regarding the significant and negative impact of transactional and transformational leadership on fear-based silence and the hypothesis regarding the significant and positive impact of these two leadership philosophies on silence for the organizations benefit were accepted. Furthermore, the hypothesis that transactional leadership significantly and favorably influences employees intentions to leave the company was approved, however the hypothesis that transformational leadership significantly and adversely influences employees intentions to leave the company was rejected.

 The purpose of the study is to evaluate the relationship between organizational silence and exit intention and perceived leadership styles. The survey technique was the means of data collection. The results of the study, which involved 385 employees in the hotel sector in Istanbul, showed that the majority of employees believed their managers to be transformative leaders. The fundamental hypothesis that leadership style perception affects organizational quiet and departure intention was agreed upon. Furthermore, it was determined that both the sub-hypotheses regarding the significant and negative impact of transactional and transformational leadership on fear-based silence and the hypothesis regarding the significant and positive impact of these two leadership philosophies on silence for the organizations benefit were accepted. Furthermore, the hypothesis that transactional leadership significantly and favorably influences employees intentions to leave the company was approved, however the hypothesis that transformational leadership significantly and adversely influences employees intentions to leave the company was rejected.

Makale detayları

Interaction of Perceived Leadership Type, Organizational Silence, and Turnover Intention

Yazarlar:

Halime Göktaş Kulualp

Yayıncı:

Karabuk University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Journal of Humanities and Tourism Research Vol.14 Issue 4, pp.681-703

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

İngilizce

Document ID (Org No.):

2001333760

pISSN:

2717-7092

leadership style

transformational leadership

transactional leadership

organizational silence

intention to leaveleadership style

transformational leadership

transactional leadership

organizational silence

intention to leave

Sayı

Makale detayları

Yazarlar: Halime Göktaş Kulualp

Yayıncı: Karabuk University

Ana Başlıklar: İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi: Journal of Humanities and Tourism Research Vol.14 Issue 4, pp.681-703

Belge Tipi: Makale

Yayın Tarihi: 12/2024

Belge Dili: İngilizce

Document ID (Org No.): 2001333760

pISSN: 2717-7092

Sayı

Yazarlar:

Halime Göktaş Kulualp

Yayıncı:

Karabuk University

Ana Başlıklar:

İnsan Kaynakları ve Endüstriyel İlişkiler (Diğer)

Dergi:

Journal of Humanities and Tourism Research Vol.14 Issue 4, pp.681-703

Belge Tipi:

Makale

Yayın Tarihi:

12/2024

Belge Dili:

İngilizce

Document ID (Org No.):

2001333760

pISSN:

2717-7092