Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention

This study investigates the relationship between leadership behavior, organizational culture on turnover intention among employees in local Thai companies and multinational companies (MNCs) in Thailand. It also examines the role of organizational commitment as a mediator on the relationship between...

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Main Author:	Phetkaew, Chutikan
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HD58.7 Organizational Behavior.
Online Access:	https://etd.uum.edu.my/5428/1/s90451.pdf https://etd.uum.edu.my/5428/2/s90451_abstract.pdf
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id	my-uum-etd.5428
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Ali, Hassan
topic	HD58.7 Organizational Behavior.
spellingShingle	HD58.7 Organizational Behavior. Phetkaew, Chutikan Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
description	This study investigates the relationship between leadership behavior, organizational culture on turnover intention among employees in local Thai companies and multinational companies (MNCs) in Thailand. It also examines the role of organizational commitment as a mediator on the relationship between leadership behavior, organizational culture and turnover intention. Data are collected through questionnaires, from 1,650 respondents, 8 companies in Songkhla, Province Thailand. This research adopted several analytical approaches to analyze the data. Through a factor analysis found leadership behavior is reflected into single dimension, labeled as leadership behavior. The organizational culture is reflected into four dimensions namely; hierarchical, rational, teamwork, and reward and recognition, the organizational commitment is reflected into three dimensions: affective commitment, continuance commitment and emotional attachment commitment. The multiple regression and hierarchical multiple regression analyses are used in testing the hypothesis. The results of this study find that the direct relationship between leadership behavior and turnover intention is found to be significantly different between employees in local Thai companies and MNCs. However, the direct relationship between organizational culture and turnover intention is not significantly different between employee in local Thai companies and MNCs. Furthermore, the results of hierarchical multiple regression show that organizational commitment mediates the relationship between leadership behavior, organizational culture and turnover intention are significantly different among employees in local Thai companies and MNCs. The implication of this study is that managers should recognize the behavior of leadership in which the behavior that able to motivate the level of employee commitment to organization and reduce employee turnover intention.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Phetkaew, Chutikan
author_facet	Phetkaew, Chutikan
author_sort	Phetkaew, Chutikan
title	Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
title_short	Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
title_full	Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
title_fullStr	Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
title_full_unstemmed	Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
title_sort	influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2015
url	https://etd.uum.edu.my/5428/1/s90451.pdf https://etd.uum.edu.my/5428/2/s90451_abstract.pdf
_version_	1747827932926050304
spelling	my-uum-etd.54282021-03-18T08:43:25Z Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention 2015 Phetkaew, Chutikan Ali, Hassan School of Business Management School of Business Management HD58.7 Organizational Behavior. This study investigates the relationship between leadership behavior, organizational culture on turnover intention among employees in local Thai companies and multinational companies (MNCs) in Thailand. It also examines the role of organizational commitment as a mediator on the relationship between leadership behavior, organizational culture and turnover intention. Data are collected through questionnaires, from 1,650 respondents, 8 companies in Songkhla, Province Thailand. This research adopted several analytical approaches to analyze the data. Through a factor analysis found leadership behavior is reflected into single dimension, labeled as leadership behavior. The organizational culture is reflected into four dimensions namely; hierarchical, rational, teamwork, and reward and recognition, the organizational commitment is reflected into three dimensions: affective commitment, continuance commitment and emotional attachment commitment. The multiple regression and hierarchical multiple regression analyses are used in testing the hypothesis. The results of this study find that the direct relationship between leadership behavior and turnover intention is found to be significantly different between employees in local Thai companies and MNCs. However, the direct relationship between organizational culture and turnover intention is not significantly different between employee in local Thai companies and MNCs. Furthermore, the results of hierarchical multiple regression show that organizational commitment mediates the relationship between leadership behavior, organizational culture and turnover intention are significantly different among employees in local Thai companies and MNCs. The implication of this study is that managers should recognize the behavior of leadership in which the behavior that able to motivate the level of employee commitment to organization and reduce employee turnover intention. 2015 Thesis https://etd.uum.edu.my/5428/ https://etd.uum.edu.my/5428/1/s90451.pdf text eng public https://etd.uum.edu.my/5428/2/s90451_abstract.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Aarons, G. A., & Sawitzky, A. C. (2006). Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health service. Journal of National Institutes of Health, 33, 289-301. Addae, H. M., Parboteeah, K. P., & Davis, E. E. (2006). 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Influence of leadership behavior, organizational culture and organizational commitment on employee turnover intention

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