This study examined the correlation between employee turnover and leadership skills and styles in the Jordanian drugstores sector. The purpose of this study was to discover the relationship between employee turnover and leadership skills and styles, the extent to which ineffective leadership skills contribute to employee turnover, as well as the extent to which the leadership style that is practiced influences employee turnover and makes recommendations for future actions. The study utilized a quantitative nonexperimental descriptive research design, and data was collected through surveys from employees in the drugstores sector. The sample consisted of 153 salespeople and medical representatives, and statistical analyses were conducted using Pearson correlation, Spearman’s rank correlation, and regression analysis. The findings revealed no statistically significant correlation between employee turnover and leadership skills and styles. Specifically, transformational leadership style did not correlate significantly with employee turnover. Similarly, transactional leadership style also did not show a significant correlation with turnover. The study suggested that salespeople and medical representatives in the drugstores sector may not need to prioritize adopting a specific leadership style to reduce turnover and enhance organizational performance. The study concluded with recommended future studies to explore the impact of different leadership training programs on reducing employee turnover in the drugstores sector. In addition, studies should be conducted to explore the impact of other factors, such as job satisfaction and organizational culture, on employee turnover. Overall, the findings of this study contribute to the ongoing discourse on employee turnover and leadership in the drugstores’ sector and provide insights for organizations to improve their practices and reduce employee turnover.
Table of Contents
1. Introduction
1.1 Background of the Problem
1.2 Problem Statement
1.3 Purpose Statement
1.4 Nature of the Study
1.5 Research Questions
1.6 Hypotheses
1.7 Conceptual Framework
1.8 Operational Definitions
1.9 Assumptions, Limitations, and Delimitations
1.10 Contribution to Practice or Stakeholder Groups
1.11 Summary
2. LITERATURE REVIEW
2.1 Introduction
2.2 Relationship Between Employee Turnover and Leadership Skills
2.3 Relationship Between Employee Turnover and Leadership Styles
2.4 Brief Explanation About the Employee Turnover
2.5 Leadership Skills and Styles
2.6 Research Gaps
2.7 Theorical Framework
2.8 Summary
3. METHODOLOGY
3.1 Research Design
3.2 Research Questions
3.3 Hypotheses
3.4 Population and Sample
3.5 Role of the Researcher
3.6 Geographical or Virtual Location
3.7 Procedure
3.8 Instrumentation
3.9 Pilot Testing
3.10 Data Collection
3.11 Data Analysis
3.12 Hypothesis tests
3.13 Informed Consent Process and Ethical Concerns
3.14 Trustworthiness of the Study
3.15 Summary
4. RESULTS
4.1 General Description of Participants
4.2 Unit of Analysis and Measurement
4.3 Sample Size
4.4 Pilot Testing
4.5 Data Collection
4.6 Results of Hypothesis Tests
4.7 Outliers
4.8 Summary
5. DISCUSSION OF THE FINDINGS
5.1 Concluding the Study
5.2 Summary of the Study
5.3 Ethical Dimensions
5.4 Overview of the Population and Sampling Method
5.5 Limitations
5.6 Findings
5.7 Reflection
5.8 Recommendations
5.9 Suggestions for Future Research
5.10 Concluding the Study
Objectives and Research Themes
This study aims to investigate the relationship between leadership skills and styles and employee turnover within the Jordanian drugstore sector to understand how these factors influence employee retention and organizational stability.
- The impact of various leadership styles (transformational, transactional, democratic, autocratic) on employee turnover rates.
- The role of specific leadership skills (communication, motivation, delegation, positivity) in mitigating staff attrition.
- Evaluation of the Jordanian drugstore labor market dynamics and employee retention challenges.
- Assessment of whether leadership training and development could serve as viable strategies to enhance workforce stability.
Excerpt from the Book
Relationship Between Employee Turnover and Leadership Skills
In the contemporary landscape of commerce, personnel constitute a crucial resource for enterprises (Saengchai et al., 2019). The level of dedication exhibited by employees is a crucial factor in the longevity and efficacy of a given organization (Saengchai et al., 2019). It is incumbent upon employees to fulfill the requirements, goals, and objectives of the company they work for (Saengchai et al., 2019). Employee turnover refers to the frequency at which a company acquires and releases staff members within the context of human resource management. Employee turnover refers to the proportion of employees who opt to depart from a company or business and join other organizations during a specific timeframe (Milka et al., 2017). The consistent challenge and issue faced by both small and large companies is employee turnover (Ilyas et al., 2020).
The individual characteristics comprise cognitive abilities, crystallized intelligence, motivational factors, and personality traits (Markovic & Ljajic, 2016). The category of cognitive abilities encompasses perceptual aptitude, specifically the ability to detect the velocity of data, as well as data processing, capacity for divergent and creative thinking, and the ability to draw conclusions (Hill & Scott, 2019). Inherited general cognitive abilities, often referred to as fluid intelligence, lay the foundation for enhancing problem-solving proficiencies (Apuke, 2017). Crystallized intelligence, on the other hand, develops over time and is influenced by an individual's life experiences (Eliyana & Ma’arif, 2019). Individuals have the capacity to acquire skills in drawing inferences, structuring data, and effective communication with peers (Bikimane & Makambe, 2020). They also engage in the examination of methods and strategies for addressing challenges (Dyczkowska & Dyczkowski, 2018). Various social programs, including behavior model training, assertiveness training, role-playing, and interactive skill training, aim to enhance the leadership skills of managers and higher officials within organizations (Angeline & Sudha, 2014).
Summary of Chapters
CHAPTER ONE Introduction: This chapter introduces the study, its background, the problem statement regarding turnover in Jordanian drugstores, and the conceptual framework guiding the research.
CHAPTER TWO LITERATURE REVIEW: This chapter provides a comprehensive synthesis of existing scholarly literature regarding the relationship between leadership competencies and employee turnover.
CHAPTER THREE METHODOLOGY: This section details the quantitative nonexperimental research design, data collection instruments, and the procedures used for sampling and statistical analysis.
CHAPTER FOUR RESULTS: This chapter presents the statistical findings from the survey data, including descriptive statistics, correlation analyses, and results from hypothesis testing.
CHAPTER FIVE DISCUSSION OF THE FINDINGS: This final section provides a detailed interpretation of the study’s results, discusses implications for practice, addresses study limitations, and offers recommendations for future research.
Keywords
Employee turnover, Leadership styles, Leadership skills, Jordanian drugstore sector, Workforce retention, Transformational leadership, Transactional leadership, Job satisfaction, Organizational management, Human resources, Quantitative research, Correlation analysis, Personnel management, Staff attrition, Workplace environment.
Frequently Asked Questions
What is the core focus of this dissertation?
The dissertation focuses on exploring the correlation between employee turnover and various leadership skills and styles specifically within the context of the Jordanian drugstore sector.
What are the primary themes addressed in the work?
The research explores the impact of leadership behaviors, organizational culture, and communication on employee turnover, alongside an evaluation of how transactional and transformational leadership styles affect retention.
What is the central goal of this research?
The primary goal is to determine if specific leadership styles or skills are statistically significantly related to employee turnover rates, thereby providing evidence-based insights for organizational management.
Which scientific methodology was utilized?
The study utilized a quantitative, nonexperimental descriptive research design, employing survey data from 153 participants and performing statistical tests such as Pearson and Spearman correlation and regression analysis.
What does the main body of the work cover?
The main body covers a comprehensive literature review on leadership theories and employee attrition, detailed methodology, and the subsequent data analysis of survey responses.
Which keywords define this research?
The research is characterized by terms like employee turnover, leadership styles, drugstore sector, job satisfaction, and organizational retention.
How does the research challenge existing literature?
The findings are notably contrary to some existing studies, as this specific research found no statistically significant correlation between leadership styles and employee turnover in the investigated sector.
Why are outliers significant in this study?
Outliers were identified in the data distribution, which prompted a discussion on whether these values reflect unique organizational circumstances or potential measurement errors that require contextual analysis.
- Citar trabajo
- Iyad Ahmad Zein-Eddin Omar (Autor), 2025, Correlating Employee Turnover with Leadership Skills and Styles. Quantitative Nonexperimental Exploration, Múnich, GRIN Verlag, https://www.grin.com/document/1672261
