The Role of Leadership Style in Employee Turnover: A Study

This report delves into the critical relationship between leadership styles and employee turnover. The study begins by establishing the significance of leadership in fostering a positive workplace culture, particularly in the face of economic pressures and changing employee expectations. The research explores key questions regarding environmental factors influencing turnover, leadership challenges in building motivational environments, and measurable recommendations for addressing these challenges. The report includes a comprehensive literature review, examining the interrelationship between leadership and turnover, and identifying factors such as goal alignment, career opportunities, financial instability, and technological advancements that affect employee retention. The research methodology employs a positivism philosophy, deductive approach, and descriptive research design, utilizing both primary and secondary data sources. Data collection methods include surveys and interviews, with ethical considerations ensuring participant protection and data integrity. The analysis aims to provide insights into how effective leadership can mitigate turnover rates and enhance employee engagement.

Running head: ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
Role of Leadership style in Employee Turnover
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1ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
Table of contents
Introduction......................................................................................................................................3
Literature review..............................................................................................................................4
Research methods............................................................................................................................7
References........................................................................................................................................9

2ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
Introduction
Leadership style has important contribution for building the positive workplace culture in
an organization. It is true that in the global economy, operational changes as well as changing
demand of the customers are creating pressure on the employees, which is indirectly impacting
on the turnover rate (Popli & Rizvi, 2016). In this situation, ensuring the proper motivation in the
workplace, has become necessary for managing high employee turnover rate in different
organizations. The purpose of this study is to shed light on the impact of effective leadership
style in case of driving employee turnover rate in an organization.
Research question
 What are the environmental factors that impact on the employee turnover rate?
 What are the challenges faced by the leaders while building motivational culture in the
workplace?
 What can be the measurable recommendations for managing the leadership challenges in
the workplace?
Research hypothesis
H0: Leadership style does have impact on employee turnover
H1: Leadership style does not have impact on employee turnover
Background of the research
In the mobile business environment, employee turnover can be considered as one of the
important issues in the organizations, which needs the special attention (Mathieu et al., 2016).
High employee turnover can impact on the organizational workforce as well as productivity rate.

3ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
In this situation, effective leadership style can help to shape the employee engagement process
by reducing employee turnover (Demirtas & Akdogan, 2015). In this research paper, strong
interrelationship between leadership style and job satisfaction of the employee will be
introduced. By understanding the effective contribution of leadership style, the researcher will
enhance the scope of organizations to deal with the increasing turnover rate.
Significance of the research
Analyzing the significance of the research paper it can be said that, the research paper
will highlight the important factors that can influence employee turnover rate in an organization.
On the other hand, in this researcher paper the researcher will also focus on different theoretical
aspects of leadership practices and those impact on the job satisfaction.
Literature review
Interrelationship between leadership style and employee turnover rate
The concept of leadership can bring the significant impact in case of delivering the
complex organizational practices (Gyensare et al., 2016). On the modern leadership management
practices, leaders play an important role for controlling problem solving ability as well as
identify the benefits of the organization. Due to the industrial revolution increasing pressure on
the employee has influenced the job dissatisfaction process. By supporting this Amankwaa &
Anku-Tsede (2015) stated that it can be said that in order to deal with continuous behavioral
changes of the employees, effective leadership practice can help to manage the motivational
process in the workplace. It is true that in order to establish significant direction of development,
leadership style can help to clarify the vision of future to the employees. By arguing this Caillier
(2016) said making employees strongly committed towards achieving organizational vision,

4ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
effective leadership style can motivate and inspire people by satisfying their emotional needs. By
ensuring the high degree of accuracy, leadership style can help to deal with the job
responsibilities towards employees.
Employee turnover has become the serious challenge faced by the companies that can
affect the indirect and direct costs of the companies (Puni, Agyemang & Asamoah, 2016).
Leadership and management style are mostly being used for managing the internal functions in
the workplace. It cannot be denied that high employee turnover can occur due to the improper
relationship between managers and leaders in the followers in the workplace.
Factors affecting employee turnover rate
In some of the cases, due to high dominance of leaders in the workplace, dissatisfaction
among employees impacts on the employee turnover rate. In case of exploring the possible
factors that has significant impact on employee turnover, it has been identified that –
Lack of goal alignment
It has been identified that employment turnover rate mostly being seen among the young
generation compared to the old generation. In most of the cases, it has been identified that old
employees prefer stability rather than moving one to another organization (Amankwaa & Anku-
Tsede, 2015). It is true that some of the cases behavioral characteristics of individuals also
influence them to leave their jobs. The employees who have the multitasking ability as well as
technology savvy can get easily attracted by the external benefits and it impacts on the employee
turnover rate.
Career opportunity

5ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
In the emerging business practices, employees play an important role for maintaining the
balance between their career growth ambitions and commitment towards the organization. in
some off the cases, if the employees will get better career opportunity in the market that can
ensure their career goal progress, in that case, employee choose the better option. By choosing to
leave the organization, employees get chance to enhance their professional abilities that can
speed up their remuneration growth (Mulki, Caemmerer & Heggde, 2015).
Financial instability
Financial instability can be considered as the important factor that influence employee
turnover rate. It cannot be ignored that due to poor wages structure in most of the renowned
companies in the market, employee turnover has become a common issue. Improper
compensation system and huge gap between performance salaries, drive employees towards
leaving their jobs (Mulki, Caemmerer & Heggde, 2015). Due to accessibility of salary rate sand
public knowledge, employee turnover rate in the workplace gets influenced.
Technological advancement
Due to high internet access, world has become highly interconnected, which is impacting
on the knowledge sharing process in the workplace. With the high internet accessibility as well
as increasing opportunities in the market, employees easily quit their jobs. Workplace stability in
this situation has become harder for the companies to achieve. By arguing this, it can also be said
that with greater technological advancement stressful situation in the workplace impact on the
work life balance of the employees. Therefore, increasing family expectations as well as high
work demands drive employees towards quitting their jobs.

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Research methods
Research philosophy
Research philosophy is being considered as the research belief based on which the data
for the research paper is being collected (Mackey & Gass, 2015). The research philosophy can be
classified into three types, interpretivism, positivism and realism. Positivism research philosophy
is knowledge based properties, which helps to conduct the research in scientific manner.
Interpretivism 6research philosophy is being used for dealing with the management regarding
issues. Realism is the combination of interpretivism and positivism.
Justification of chosen research philosophy
In order to conduct the research project, positivism research philosophy will be used by
the researcher for providing logical flow to this research.
Research approach
Research approach is the planning process in which analysis as well as interpretation
method of the research topic is being highlighted (Silverman, 2016). Deductive and inductive are
the two types of research approaches. In the deductive approach, existing theories and models
related to the research topic are being used. On the other hand, following inductive research
approach, new theories and models are being proposed by the researcher.
Justification of chosen research approach
As the researcher will conduct the research based on existing models and theories, in that
case deductive research approach will be selected.
Research design

7ROLE OF LEADERSHIP STYLE IN EMPLOYEE TURNOVER
Research design is being considered as the framework that combines various research
components in logical manner. Descriptive, explanatory and exploratory are the three types of
research design (Mackey & Gass, 2015). Descriptive research design is the scientific method that
helps to describe the behavior of the subject. Explanatory research design is being chosen when
the problem is not well researched before. Exploratory research design helps to understand the
subject in a preliminary manner. Based on the direct observation process, exploratory research
design is being introduced.
Justification of chosen research design
In this research paper, the researcher will chose descriptive research design for
conducting the research paper in detailed manner.
Data collection and analysis
Both the primary and secondary data sources will be used in the research project. Using
survey method and interview method primary data will be collected. In case of secondary
information, the researcher will use the journals and articles. Using random sampling technique
100 employees will be selected from retail, IT and manufacturing industry for survey method
and interview will be conducted with 5 managers from these sectors. Using quantitative data
analysis technique, the responds will be transformed into the numerical form and the qualitative
data analysis method will be used for collecting interview information as transcript.
Ethical consideration
Following the Data Protection Act 1998, the researcher will follow all the ethical
guidelines for the research paper. Participants will not be forced for contributing in the research
project and for maintaining its authenticity, proper in texting of the journals will be done.

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References
Amankwaa, A., & Anku-Tsede, O. (2015). Linking transformational leadership to employee
turnover: The moderating role of alternative job opportunity. International Journal of
Business Administration, 6(4), 19.
Bresler, L., & Stake, R. E. (2017). Qualitative research methodology in music education.
In Critical Essays in Music Education (pp. 113-128). Routledge.
Caillier, J. G. (2016). Do transformational leaders affect turnover intentions and extra-role
behaviors through mission valence?. The American Review of Public
Administration, 46(2), 226-242.
Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical
climate, turnover intention, and affective commitment. Journal of Business
Ethics, 130(1), 59-67.
Gyensare, M. A., Anku-Tsede, O., Sanda, M. A., & Okpoti, C. A. (2016). Transformational
leadership and employee turnover intention: The mediating role of affective
commitment. World Journal of Entrepreneurship, Management and Sustainable
Development, 12(3), 243-266.
Kumar, R. (2019). Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.
Mackey, A., & Gass, S. M. (2015). Second language research: Methodology and design.
Routledge.

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Mathieu, C., Fabi, B., Lacoursière, R., & Raymond, L. (2016). The role of supervisory behavior,
job satisfaction and organizational commitment on employee turnover. Journal of
Management & Organization, 22(1), 113-129.
Mulki, J. P., Caemmerer, B., & Heggde, G. S. (2015). Leadership style, salesperson's work effort
and job performance: the influence of power distance. Journal of Personal Selling &
Sales Management, 35(1), 3-22.
Popli, S., & Rizvi, I. A. (2016). Drivers of employee engagement: The role of leadership
style. Global Business Review, 17(4), 965-979.
Puni, A., Agyemang, C. B., & Asamoah, E. S. (2016). Leadership styles, employee turnover
intentions and counterproductive work behaviours. International Journal of innovative
research and development, 5(1), 1-7.
Silverman, D. (Ed.). (2016). Qualitative research. Sage.