What question did this study set out to answer?

To examine how transformational and transactional leadership styles influence employee work engagement and turnover intention through supervisory coaching and performance feedback.

October 15, 2018Human Resource Development InternationalOpen Access

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention

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To examine how transformational and transactional leadership styles influence employee work engagement and turnover intention through supervisory coaching and performance feedback.
Multilevel cross-sectional design matching supervisors with multiple subordinates.
Conducted across 65 workgroups comprising N=500 employees from private organizations in Malaysia.
Transformational leadership, unlike transactional leadership, was significantly associated with higher levels of supervisory coaching and performance feedback.
Supervisory coaching and performance feedback mediated the relationship between transformational leadership and work engagement.
Work engagement mediated the negative associations between both supervisory coaching and performance feedback and turnover intention.

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Implication

Multilevel study reveals transformational leadership reduces turnover intention via coaching and feedback in private-sector employees, highlighting development-oriented managerial behaviors.

Cite This Study

Lee et al. (2018) studied this question.

synapsesocial.com/papers/69d9636d04deaa6ab568452c https://doi.org/10.1080/13678868.2018.1530170

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Implication

Multilevel study reveals transformational leadership reduces turnover intention via coaching and feedback in private-sector employees, highlighting development-oriented managerial behaviors.

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention

Key Points

Discussion

Implication

Cite This Study

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention

Key Points

Discussion

Implication

Cite This Study

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