Bridging Leadership Styles and Employee Turnover Intentions through Communication Competencies and Knowledge Management

Abstract

This study aimed to analyze the impact of two leadership styles (Transformational and Transactional) on employee turnover intentions in the presence of communication competencies and knowledge management on employees working in Small and Medium IT/ITES organization established in Delhi/ NCR region of India. Literature has unveiled the significant relationships between leadership styles, communication competencies, knowledge management, and employee turnover intentions. Studies indicated that there is exists a strong association between these factors and their significant impact on each other. Leadership styles and communication competencies were found to be closely associated as it is must for leaders to have practical communication skills to lead effectively. Also, communication and knowledge management are highly connected because it requires perfect and precise communication to develop, store, share knowledge while working in an organization. Moreover, leadership also has a significant influence on knowledge management as knowledge management depends upon the leadership style where we found that transformational leaders are more concerned about managing knowledge as compared to transactional leaders who are more concerned about task completion. Similarly, communication competencies also affect employee turnover intentions as if organizational information like rules, policies, procedures, instructions, deadlines, details of assigned work if not being adequately communicated to the employees will lead to dissatisfaction and forcing them to think about quitting their jobs. Therefore, it is essential to communicate what needs to be done, when, why and how, along with what is being expected as a final result. This valuable information about these relations served as a base to develop the concept that communication competencies and knowledge management can serve as mediators in between leadership styles and employee turnover intentions. The study tested different type of direct, indirect, serial, and moderating