• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22

THE IMPACT OF LEADERSHIP STYLES ON JOB STRESS AND TURNOVER INTENTION TAIWAN INSURANCE INDUSTRY AS AN EXAMPLE

Extracts from this document...

Introduction

THE IMPACT OF LEADERSHIP STYLES ON JOB STRESS AND TURNOVER INTENTION - TAIWAN INSURANCE INDUSTRY AS AN EXAMPLE ABSTRACT For recent years, Taiwan has stepped into an aging society. Life insurance and retirement planning which have quite a lot to do with insurance industry are questions of interest. The insurance industry focuses on close contact among clients, sales people and managers. That is a human-oriented industry, for which the experienced leaders inspire the sales people through continuous training and encouragement and lead them by vision. Therefore, leader's leadership type is the critical factor for the success of the organization. This research explores the relationships among leader's leadership style, subordinate's personality characteristic, and job stress and turnover intention. We also identify the role of the variable of personality characteristic and job stress respectively. We use convenient sampling method to collect data. In pretest, 50 copies of questionnaires are sent to employees of M insurance company, for which 46 valid ones are returned, And then, a total of 220 copies of questionnaires are sent out, of which 176 returned questionnaires are valid. The effective response rate is at 80%. We adopt SPSS to do data analysis and draw conclusions as follows:(1) Leadership style has significant influence on job stress; (2) Job stress has positive relationship with turnover intention; (3) Leadership style has negative influence of turnover intention; (4) Personality characteristic has no moderating effect on the relationship between leadership style and job stress; (5) Personality characteristic brings no moderating effect on the relationship between job stress and turnover intention; (6) Job stress has mediation effect on the relationship between leadership style and turnover intention. Keywords:Leadership Style, Job Stress, Personality Characteristic, Turnover Intention. INTRODUCTION For recent years, Taiwan has stepped into an aging society. Life insurance and retirement planning that have quite a lot to do with insurance are questions of interest. The insurance industry focuses on close contact and interaction among clients, sales people and managers. ...read more.

Middle

The turnover rate of life insurance salesmen keeps high because of such job compensation without base pay and suffering from heavy stress that is hard to be accepted by the people. The experienced leader is well aware of this fact and keeps training, assisting and inspiring the sales personnel. Therefore, the leader's leadership style is very important for the performance achievement of organization. Therefore, we have a great interest in exploring the relationships among leadership style, personality characteristic, job stress and turnover intention. This research also tries to identify the role of variable for personality characteristic and job stress respectively. Framework of this research is shown as Figure1. Fig 1 Research framework Research Hypotheses If the organization intends to keep outperforming in the violently competitive environment, leadership is the most influential factor. The objective of this research is to explore the relationships among leadership style and salespeople job stress and turnover intention and the role of personality characteristic and job stress respectively. We learn from the above literatures that the leader's leadership style has significant influence on the staff's job stress and turnover intention. Thus, this research develops following hypothesis based on the research framework: Different leadership style has different impact on the subordinate's work willingness. The leader's ability to adapt to internal and external environmental change and lead a group of cordial subordinates fighting together is one of the keys to success. Hsu (1986) conducts research on 222 operators of China Steel Company in Kaohsiung on the relationship among leader's personality characteristic, the leader behavior, the staff's job stress and job satisfaction. The research indicated that consideration leadership had significantly negative connection with job stress, but the initiating structure positively connected with job stress, the leadership style and job stress are negatively connected. Hence, we develop hypotheses as below: H1 Leadership style has significant influence on job stress H1a Transformational leadership has negative influence on job stress H1b Transactional leadership has positive influence on job stress Job stress is usually generated along with change of productivity such as passive job involvement, indifference to colleagues, envy and suspicion, efficiency drop, job absence, turnover, etc. ...read more.

Conclusion

Jamal, M. 1990. Relationship of job stress and type- A behavior to employees' job satisfaction, organizational commitment, psychosomatic health problem and turnover motivation, Human Relations, 43(8), 715-733. Lin, Shu-Feng. 2002. The relationships of personality traits, organizational commitment and flow experience: an exploratory study on the female health care volunteers in Chang-hua County. Department of Leisure and Recreation. Da-Yeh University. Margolis, B.L., Krose, W.H. & Ownn, R.P. 1974. Job stress an unlisted occupational hazard, Journal of Occupational Medicine, 16, 245-258. Maslow, A.H. 1954. A theory of human motivation, Psychological Review, 50, 370~396. Mobley, W.H. 1977. Intermediate linkages in the relationship between job satisfaction and employee turnover, Journal of Applied Psychology, 62, 237-240. Mobley, W.H. 1978. An evaluation of precursors of employee turnover, Journal of Applied Psychology, 63(4), 405-421. Mobley, W.H., Horner, S.O.& Hollingsworth, A.T. 1978. An evaluation of precursors of hospital employee turnover, Journal of Applied Psychology, 63(4), 408-414. Mobley, W.H., Griffeth,R.W., Hand,H.H.& Meglino, B.M.1979. Review and conceptual analysis of the employee turnover process, Psychological Bulletin, 86(4), 493-522. Morphet, E.L., Johns, R.L. & Reller, T.L. 1982. Educational organization and administration, New Jersey:Prentice- Hall. Parasuraman, S.& Alutto, J.A 1984.. Sources of outcomes of stress in organization settings:Toward the development of a structural model, Academy of Management Journal, 27(2), 330-350. Porter, L.W., Steers,R.M., Mowday, R.T.& Boulian,P.V. 1974. Organizational commitment, job satisfaction, and turnover among psychiatric technicians, Journal of Applied Psychology, 59(5), 603-609. Price, J.L.& . Mueller C.W. 1977. Absenteeism and turnover of hospital employees, Greenwich, CT:JAI Press, 218-223. Robbins, S.P. 1993. Organization behavior, New Jersey:Prentice- Hall. Scott, W.G.. 1974. Management in the modern organization, Boston:Houghton Mifflin. Selye, H. 1956. The stress of llfe, New York:McGraw- Hill Book. Stogdill, R.M. 1974. Handbook of leadership:A survey of the literature, New York:Free Press. Stogdill, R.M.& Coons, A.E. 1957. Leader behavior it's description and measurement, Ohio :Bureau of Business Research ,The Ohio State University, 88, 1-27. Wei, Chin-Yin. 2004. The study of the relationship among insurance salesperson's emotional labor, psychological contract and employee turnover. Department of Labor Realtion and Institudeof Labor Studies. National Chung Cheng University. Yukl, G.A. 1994. Leadership in organizations, Englewood Cliffs, New Jerseys:Prentice- Hall. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. No one best style of leadership

    This was what Marks and Spencer was lacking. According to the British Journal of Management, at Marks and Spencer 'management had neither the vision nor will to respond to external forces'. Leadership vulnerability lead to confusion concerning the firm's abilities, which ultimately lead to the crisis that was the failure of M&S.

  2. Assessing your own leadership - management at Costa Coffee.

    1. Maslow's HIERARCHY OF NEEDS THEORY 2. Mcclelland's ACHIVEMENT- POWER-AFFILIATION THEORY 3. Hertzberg's TWO- FACTOR THEORY 1.Maslow's HIERARCHY OF NEEDS THEORY... According to Moslow the needs that motivate people falls in to five categories * Physiological needs - Most basic needs such as..

  1. Discuss the impact of emotional labour on front line service workers. What factors might ...

    Other coping mechanisms that they could allow, helping to alleviate the negative impacts are rest rooms (Fineman, Sturdy cited in Korczynski 2002) which give the FLSW the opportunity to drop their fake orientations and return back to normal... The autonomy, in terms of coping with emotional labour and performing labour

  2. Balanced Scorecard for Telecom Industry

    Moreover, it also helps in linking the strategic objectives and measures; along with assisting in the planning process of the management and providing a feedback loop that encompasses the whole organization (See Exhibit 1). The Balanced Scorecard allows the organization to seek areas of improvement and processes that need more

  1. Mentoring Problem at Walnut Insurance Company

    What are the aims of mentoring? Organizations may decide to use mentoring to achieve a number of aims, which are derived from the organization's starting point, and therefore from the current needs for change and development. The diagram below illustrates the range of possible directions that mentoring can take: As

  2. Leadership. There are many styles or ways that a leader can use to motivate ...

    The world now is very interdependent and there are several forces from all the sides to harm the organization and its people.at these times the leaders should be adaptable to situations and should have emotional strength to cope with the changes personally.

  1. Discuss issues regarding management, leadership and the theories they are related to.

    Understanding the readiness involves analysing attitudes: willingness, more motives and aims. In health care organisations power is derived from a number of different sources this is not easy to identify as in other industries. In any change management process the location of power and the use to which it will

  2. Context of Employee Relations and Industrial Conflict

    The traditional system - to 1971 Relations prior to 1971 and indeed for most of the 1970s could be described as a system of collective representation designed to contain conflict. Voluntary collective bargaining between employees and employer' associations was the central feature of the system, and this process of joint

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work