Noorfazlinah, Hajihil (2019) The relationship between power bases leadership style and employee’s turnover intention. [Final Year Project Report] (Unpublished)
![[img]](http://ir.unimas.my/style/images/fileicons/text.png) |
PDF
Noorfazlinah.pdf Download (1MB) |
|
PDF (Please get the password from ACADEMIC REPOSITORY UNIT, ext: 082-583913/ 082-583914)
Noorfazlinah full.pdf Restricted to Registered users only Download (4MB) |
Abstract
The aim of this study was conducted to study the relationship between power bases of leadership styles and employee's turnover intention. The study was carried out among 86 employees working in a statutory body organization which had been chosen according to convenience sampling method. Survey technique was used for data collection. The population of employees in the selected organization was approximately 130 employees. 100 questionnaires were sent to the organization for three weeks and 86 questionnaires were returned for analysis. For the data analysis, Spearman Correlation was used to determine the relationship between power bases and turnover intention variable; and Multiple Regression was used to determine whether power bases predict job satisfaction. The findings found out that, only coercive power was positively and significantly related to turnover intention. This is because coerciveness that being practiced towards employees can increase dissatisfaction, the development of fear emotions among employees and the action can lead to turnover. In this research, the expert power variable has shown positive correlation as well however, the relationship was not significant. This emphasizes that an incompetence leader can lead to turnover as well. As for the dominant factor, the result showed that only coercive power predicted turnover intention significantly. The findings of this study contributed to the aspect of organization, human practitioner and to the body of knowledge. From this study, organization should understand the importance of controlling their power that has been granted and how it can affect employee's decision to quit. As for the recommendation, it is advised to the organization to utilize Denning's Model to control utilization of coercive power.
| Item Type: | Final Year Project Report |
|---|---|
| Additional Information: | Project Report (B.Sc.) -- Universiti Malaysia Sarawak, 2019. |
| Uncontrolled Keywords: | Power Bases, Turnover Intention, Coercive Power, Reward Power, Legitimate Power, Referent Power, Expert Power, unimas, university, universiti, Borneo, Malaysia, Sarawak, Kuching, Samarahan, ipta, education, undergraduate, research, Universiti Malaysia Sarawak |
| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Academic Faculties, Institutes and Centres > Faculty of Cognitive Sciences and Human Development Faculties, Institutes, Centres > Faculty of Cognitive Sciences and Human Development Academic Faculties, Institutes and Centres > Faculty of Cognitive Sciences and Human Development |
| Depositing User: | Unai |
| Date Deposited: | 25 Aug 2020 01:54 |
| Last Modified: | 11 Aug 2021 08:51 |
| URI: | http://ir.unimas.my/id/eprint/31336 |
Actions (For repository members only: login required)
 |
View Item |
