DESPOTIC LEADERSHIP AS A TRIGGER OF TURNOVER INTENTION: BY DESCENDING ORGANIZATION IDENTIFICATION PERCEPTION

Abstract

Drawing on conservation of resource theory and social identity theory, the authors examined that Despotic Leadership prompts Turnover Intentions among employees and Organizational Identification's role as a mediator in this interaction. The authors also looked into the organizational justice's moderating effects. The sample consisted of 300 individuals from three major Pakistani cities who worked for various telecommunications organizations. Employees were given self-administered questionnaires, and quantitative research methodologies were used in this study. The SPSS software was used to measure and analyze the results. Despotic leadership has significant impact on employee turnover intentions with the mediating role of Organizational Identification, according to the findings. Furthermore, individuals having a high level of organizational justice in a company are less likely to indulge in turnover intentions in response to despotic leadership than those with poor organizational justice. The authors add to the body of knowledge by indicating that despotic leadership has an impact on employee turnover intentions. Furthermore, those with a high level of Organizational Justice are better able to deal with dictatorial leadership and a low level of organizational identity, and are less inclined to react to abuse by their bosses.