Document Type : Research Paper
Author
Assistant Professor, Department of Sports Management, Payam Noor University, Tehran, Iran
Abstract
Given the importance of human resources in organizations, identifying factors that reduce turnover intention—especially positive leadership styles and the mediating role of psychological resilience—is of great significance. This study aims to model the impact of positive leadership styles on turnover intention, with the mediating role of psychological resilience, in Iranian sports organizations.
Using a cluster random sampling method, data were collected through standardized questionnaires, including the Servant Leadership Questionnaire by Liden et al. (2014), the Perceived Authentic Leadership Questionnaire by Walumbwa et al. (2008), and the Transformational Leadership Questionnaire by Siswanto. Additionally, psychological resilience was measured using the questionnaire by Smith et al. (2008), and employees’ turnover intention was assessed using Moghimy’s (2019) turnover intention questionnaire.
The validity of the questionnaires was confirmed by experts and specialists in the field, and their reliability was measured using Cronbach’s alpha. The present study is quantitative and cross-sectional, with a sample consisting of 387 employees from selected organizations, using a census method.
In the descriptive statistics section, charts, tables, means, frequencies, and percentages were used. In the inferential statistics section, path analysis and structural equation modeling were applied.
The results indicate that servant leadership (β = -0.278, p < 0.05), transformational leadership (β = -0.287, p < 0.05), and authentic leadership (β = -0.302, p < 0.05) have a negative effect on turnover intention. Furthermore, psychological resilience also has a negative effect on turnover intention (β = -0.736, p < 0.05). The analysis also confirms that psychological resilience mediates the relationship between servant leadership (β = -0.209, p < 0.05), transformational leadership (β = -0.183, p < 0.05), and authentic leadership (β = -0.160, p < 0.05) with turnover intention.
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