Relationship between transformational leadership, affective commitment and turnover intention of workers in a multinational company

• Autores: Miguel Angel Mañas Rodríguez, Pedro Antonio Díaz Fúnez, Juan Manuel Llopis Marín, Francisco Nieto Escámez, Carmen Salvador Ferrer
• Localización: International Journal of Social Psychology, Revista de Psicología Social, ISSN-e 1579-3680, ISSN 0213-4748, Vol. 35, Nº 1, 2020, págs. 100-115
• Idioma: inglés
• DOI: 10.1080/02134748.2019.1682292
• Títulos paralelos:
  • La relación entre liderazgo transformacional, compromiso afectivo e intención de rotación de los trabajadores en una compañía internacional
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• Dialnet Métricas: 2 Citas
• Resumen
  • español

    El liderazgo transformacional es clave para obtener unos resultados institucionales excelentes. Algunos autores señalan que la existencia de un líder transformacional reduce la posibilidad de que sus empleados abandonen la compañía. Asimismo, también se reduce la intención de abandono cuando existe un alto nivel de compromiso afectivo. En este sentido, el objetivo de nuestro trabajo es averiguar si existe una relación entre el liderazgo transformacional y la intención de rotación, así como analizar si esta relación está mediada por el compromiso afectivo. El estudio se llevó a cabo con una muestra de 706 empleados de una organización internacional. Las escalas utilizadas eran el cuestionario de liderazgo transformacional, el cuestionario de compromiso afectivo (ISA) y la escala de intención de rotación. Los resultados muestran que existe una relación estadísticamente significativa entre el liderazgo transformacional y la intención de rotación. También observamos que esta relación está mediada por el compromiso afectivo.

  • English

    Transformational leadership is the key to achieving excellent organizational outcomes. Some authors point out that the existence of a transformational leader reduces the likelihood that their employees leave the company. In addition, the intention of abandonment is also reduced when there is a high affective commitment. In this sense, the goal of our work is to know if there is a link between transformational leadership and turnover intention, and also to analyse if such a relationship is mediated by affective commitment. The study was performed in a sample of 706 employees in a multinational company. The scales used were the transformational leadership questionnaire, the affective engagement questionnaire (ISA) and the turnover intention scale. The results show that there is a statistically significant relationship between transformational leadership and turnover intention. We also found that this relationship is mediated by affective commitment.

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