Leadership style and employee turnoverIntention in star hotels in Kathmandu valley

Abstract

This study examines the relationship between leadership styles and employee turnover intention in star hotels of Kathmandu Valley. It looks at four influential leadership styles-transformational, transactional, democratic, and servant leadership-and the impact of these various styles on employees' intentions to leave their organizations. The results indicate that employees perceive transformational leadership as the most dominant style, followed closely by servant, transactional, and democratic leadership reflecting the current status of leadership practices in the selected hotels. Employee turnover intention was at a moderate level, showing that while employees consider leaving, and a considerable proportion remains committed to their organizations. The correlation analysis revealed that all four styles of leadership are significantly related to employee turnover intention, demonstrating that the leadership behaviors greatly influence employees' decisions about either continuing or quitting. Among the leadership styles identified, transformational and servant leadership displayed the greatest significance for the intention to leave, thus playing a pivotal role in determining the attitude of employees towards the hotel industry. On the other hand, the leadership styles of transactional and democratic leadership played a role in determining the intention to leave, though they played less significant roles compared to the others. The result confirmed that the leadership styles identified have a highly significant joint effect on employee intention to leave the job. The above findings highlight the significance of understanding the impact of varying leadership styles on employee retention for star hotels. By shifting the focus on leadership practices, the management of hotels can deal with the issue of employee turnover, which is crucial for the stabilization of the organization and employee commitment. This particular study clearly establishes the significance of leadership styles as a crucial factor that determines employee turnover intentions.