Transformational leadership and turnover intention: The mediating effects of trust and job performance on café employees in Thailand

Abstract

Immediate managers are the number one predictor of employee turnover. Immediate managers’ transformational leadership style might reduce turnover intention through the employees’ trust in their manager and their perceived job performance. To support the contention, a study was conducted among 187 employees of cafés in Bangkok, hypothesizing that transformational leadership would negatively predict turnover intention and that trust and job performance would mediate the relationship between transformational leadership and turnover intention. Results support the hypotheses. Transformational leadership seems to have an impact to reduce turnover intention and organizations may benefit from development programs to instill transformational leadership style among their immediate managers.

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