Impact of Leadership Styles on Turnover Intentions: Moderating Role of Gender

Abstract

Today's competitive and dynamic corporate environment makes employee retention vital. This work examines how transformational, transactional, and autocratic leadership affects employee turnover intentions and gender moderation in this association. Using a causal and cross-sectional research methodology, this study examined the causes and effects of its components. An English-language questionnaire was used to collect participant responses. Before creating the final questionnaire, two human resource researchers assessed its content validity. This study examined 403 Kashmiri employees from several companies. Path analysis validates all study assumptions. Transactional leadership and transformational leadership decrease turnover intentions.

On the other hand, turnover intentions are increased by autocratic leadership. The paper's moderation study shows that gender moderates leadership style and turnover intentions. The negative correlation between transformative leadership and turnover intentions is more significant for female and male employees. Transactional leadership decreases turnover intentions more for males than females. Results indicate a more substantial influence of autocratic leadership on turnover intentions for female workers than male workers. This suggests that gender must be considered when adopting leadership solutions to handle high employee turnover. This study has significant consequences for corporate leadership and HR management.