Analyzing the Impact of Responsible Leadership on Employee Turnover and Organizational Performance: The Mediating Role of Trust
Keywords:
Leadership, employee turnover, organizational performanceAbstract
The purpose of this study is to analyze the impact of the responsible leadership on employee turnover and organizational performance, mediating the role of trust. Using the quantitative method of research, deductive approach has been carried out & data has been collected from 250 respondents of English Biscuit Manufacturing Company. Four research analysis techniques have been used which are frequency analysis, reliability analysis, correlation analysis & regression analysis. The software that has been utilized for analysis, is SPSS V.25. In order to check the mediating effect of trust between the independent variable and dependent variables, process v.4.1 regression analysis has been conducted. The results of this research emerged as the acceptance of all the 4 hypothesis, which describe that there exists a relation between responsible leadership, employee turnover & organizational performance. As a mediating role of trust is included, then there’s impact of trust between the responsible leadership & organizational performance as well as with the Employee Turnover. The significance of this research is its real time application to an organization where employees leave their jobs very often and the company growth also decay. The impact of responsible leadership on the employee turnover as well as organizational performance may result in some profiteering outcomes which may be used to implement in any organization in order to reduce the employee turnover rate and to enhance the effective performance environment.
https://doi.org/10.5281/zenodo.10503811
References
Figure 01: Distribution of the study participants according to Demographic profile
Table 01: Reliability Analysis
Variables Cronbach’s Alpha Value
Responsible Leadership 0.763
Trust 0.771
Employee Turnover 0.871
Organizational Performance 0.773
**. Correlation is significant at the 0.01 level (2-tailed).
Table 02: Correlations Analysis Results
RL TR T0 OP
RL Pearson Correlation 1
TR Pearson Correlation .606** 1
ET Pearson Correlation -.263** -.287** 1
OP Pearson Correlation .348** .379** -.259** 1
**. Correlation is significant at the 0.01 level (2-tailed).
Table 03: ANOVA Table of Regression Results
ANOVAa
Relationship between Responsible Leadership & Employee Turnover
a. Dependent Variable: ET
b. Predictors: (Constant), RL
Model Sum of Squares df Mean Square F Sig.
Regression 2.511 1 2.511 18.370 .000b
Residual 33.894 248 .137
Total 36.405 249
ANOVAa
Relationship between Responsible Leadership & Organizational Performance
a. Dependent Variable: OP
b. Predictors: (Constant), RL
Regression 4.081 1 4.081 34.176 .000b
Residual 29.615 248 .119
Total 33.696 249
Table 04: Coefficients Table of Regression Results
Coefficientsa
Relationship between Responsible Leadership & Employee Turnover
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta R Square
(Constant) 3.246 .373 8.695 .000
RL -0.356 .083 -.263 .069 -4.286 .000
Coefficientsa
Relationship between Responsible Leadership & Organizational Performance
(Constant) 2.368 .349 6.787 .015
RL .454 .078 0.348 0.121 5.846 .000
Table 05: Regression Analysis between Responsible Leadership & Employee Turnover by mediating role of Trust.
Direct effect of X on Y
Effect se t p LLCI ULCI
-.1905 .1032 -1.8463 .0000 -.5200 -.1926
Indirect effect(s) of X on Y:
Effect SE LLCI ULCI
TR -.1657 .0641 -.2747 -0.0296
Table 06: Regression Analysis between Responsible Leadership & Organizational performance by mediating role of Trust.
Direct effect of X on Y
Effect se t p LLCI ULCI
.2447 .0953 2.5672 .0018 .0570 .4325
Indirect effect(s) of X on Y:
Effect SE LLCI ULCI
TR .2095 .0745 .0432 .3329
