A Study on the Chain Mediating Mechanism Effects of Reducing Employees' Turnover Intention Through Management

Abstract

Turnover and retention research has always been one of the focuses of academia and industry. With the intensifying competition between companies, employees' turnover intention and behavior is becoming more and more frequent. Companies are exploring new management methods to reduce employees' turnover intention. Drawing on the SDT and JD-R model, this study established a chain mediation model and is the first effort to explore the influence mechanism between engaging leadership management style and turnover intention. This study was based on 582 valid questionnaires, and tested the effective role of engaging leadership management style in alleviating turnover intention through SPSS and Process. The results demonstrated that engaging leadership management style has a significant negative influence on turnover intention of followers $(\beta=-0.18$, SE = 0.07, $\mathbf{p}<\mathbf{0. 0 1})$. Not only overall trust played a mediating effect between engaging leadership and turnover intention $({\beta}=-\mathbf{0. 1 6}$, SE = 0.06, $\mathbf{p}<\mathbf{0. 0 1})$, but work engagement also played a mediating effect $(\beta$= -0.03, SE = 0.02, $\mathbf{p}<\mathbf{0. 0 1})$, and they together played a chain mediating effect $({\beta}=-\mathbf{0. 0 6}, \text{SE}=\mathbf{0. 0 2, } \mathbf{p}<\mathbf{0. 0 1})$. That is to say, engaging leadership management style is significant beneficial for building followers' overall trust to their supervisors in management and it will lead to the increase of employees' work engagement and finally the decrease of employees' turnover intention. This study results makes practical implications for reducing employees' turnover intention through management.