The Effect of Paternalistic Leadership on the Turnover Intention of Employees: Mediated by Organizational Identification

Abstract

Abstract: The aim of the present research is to explore the mediating effect of organizational identification between paternalistic leadership and turnover intention. Using paternalistic leadership scale, organizational identification scale and turnover intention scale, we investigated 202 employees in which there were 176 valid questionnaires at three different time points.Moral leadership and benevolence leadership both have obviously positive correlation with organizational identification, and obviously negative correlation with turnover intention. Authoritarianism leadership have obviously positive correlation with turnover intention. There exists significant negative correlation between organizational identification and turnover intention.The results of hierarchical regression analysis(HRA) showed that superior's moral leadership has significant positive effect on turnover intention and organizational identification of subordinates. Authoritarianism has significant positive effect on organizational identification. Then, Bootstrap analysis procedures were used to test the mediation relationships among the study variables. Moral leadership's negative effect on turnover intention was fully mediated by organizational identification, and authoritarianism leadership's positive effect on turnover intention was fully mediated by organizational identification.

Key words: paternalistic leadership, organizational identification, turnover intention

摘要： 为了探讨家长式领导影响员工离职意向的内在作用机制，采用家长式领导量表、组织认同量表和离职意向量表对某企业176名员工分3个时间点进行测试，结果发现家长式领导中的德行领导、仁慈领导和组织认同显著正相关，和离职意向显著负相关，威权领导和离职意向显著正相关，组织认同和离职意向显著负相关；使用层次回归法发现，在控制组织认同后，德行领导对离职意向的预测作用不显著；运用Bootstrap法发现，组织认同在德行领导、威权领导与离职意向间是唯一的中介变量。因此，组织认同在家长式领导中的德行领导、威权领导和离职意向间起完全中介作用。

关键词: 家长式领导, 组织认同, 离职意向

CLC Number:

B849

WU Kai, ZHANG Zaixuan, LI Yongxin. The Effect of Paternalistic Leadership on the Turnover Intention of Employees: Mediated by Organizational Identification[J]. Studies of Psychology and Behavior, 2018, 16(4): 557-562.

务凯, 张再玄, 李永鑫. 家长式领导与员工离职意向：组织认同的中介作用[J]. 心理与行为研究, 2018, 16(4): 557-562.

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