Date of Conferral







Richard S. Schuttler


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.

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