Organizational Affective Commitment Mediates the Relationship Between Transformational Leadership and Turnover Intention

The purpose of this study is to evaluate the impact that transformative leadership has on the desire to leave an organization. The next step is to examine the influence by examining the function that affective commitment plays as a mediator. The research approach that was utilized in this study was a quantitative study, and the respondents consisted of 160 individuals from a total population of 255 people. These employees were employed in a variety of departments, including Accounting, Operations, Marketing and Sales, Recruitment, Human Capital, Treasury, IT Management, and Support Departments. PLS, which stands for partial least squares, was the method of data analysis that was utilized in this investigation in order to evaluate the hypothesis. The results of this research indicate that transformative leadership has been demonstrated to have a detrimental and consequential impact on the intention of employees to leave their current positions. Following this, it is revealed that emotional commitment acts as a mediator between the link between transformative leadership and the desire of employees to leave their positions. This study discusses both the practical consequences and the research suggestions that pertain to the topic.