The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover

Cynthia Mathieu, Bruno Fabi, Richard Lacoursière and Louis Raymond

Journal of Management & Organization, 2016, vol. 22, issue 1, 113-129

Abstract: Few studies have presented structural turnover models including both job satisfaction and organizational commitment measures. Recent research suggests that perceived supervisor leadership may contribute to employee well-being, job satisfaction and organizational commitment. This study proposes a structural turnover intention model including supervisory behavior (person-oriented and task-oriented dimensions), job satisfaction and organizational commitment. Furthermore, the study proposes to test whether this model fits in both small- and medium-sized enterprises and in large enterprises. The sample included 763 employees from different types of organizations who have completed a measure of their perception of their supervisor’s behavior and self-administrated measures of job satisfaction, organizational commitment and turnover intention. Results show that person-oriented leadership behavior affects turnover intentions through job satisfaction and organizational commitment more than task-oriented leadership behavior. Only organizational commitment had a direct effect in explaining turnover intention. Finally, results indicate that the model is applicable both in small- and medium-sized enterprises and large enterprises.

Date: 2016
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Persistent link: https://EconPapers.repec.org/RePEc:cup:jomorg:v:22:y:2016:i:01:p:113-129_00

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