Influence of Perceived Supervisor Support and Narcissistic Leadership on Employee Turnover Intention
Date of Conferral
2020
Degree
Ph.D.
School
Management
Advisor
Richard S. Schuttler
Abstract
Employees may perceive that many factors contribute to negative attitudes at work that
increase turnover intention. Researchers have established that uncivil behavior, toxic
leadership, bullying, and mobbing increases disengagement and absenteeism and
negatively influences the leader-follower dyad and organizational performance. Based on
the theoretical foundation of the leader-member exchange theory, the purpose of this
quantitative correlational study was to examine the relationship between the independent
variables (employees’ perceptions of supervisor support [PSS] and narcissistic leadership
[NL]) and the dependent variable (employee turnover intention [TI]). Employee age and
tenure with the company were control variables in the study. Survey data from 178 full
time employees from U.S. organizations were collected using the Perceived Supervisor
Support questionnaire, the Supervisor Narcissist Scale, and the Michigan Organizational
Assessment Questionnaire. Multiple linear regression analysis revealed that each of the
independent variables, separately and when taken together, were significantly associated
with TI. Age was significantly associated with PSS. Tenure was not significantly
associated with either PSS or NL. Managers and employees may use the findings to
improve employee professional development, promote safe and healthy workplaces,
improve employee retention, and improve the collaboration of the leader-employee
relationships, thus contributing to positive social change.
Recommended Citation
Disque, Natalie, "Influence of Perceived Supervisor Support and Narcissistic Leadership on Employee Turnover Intention" (2020). Walden Dissertations and Doctoral Studies. 8528.
https://scholarworks.waldenu.edu/dissertations/8528
