The Influence of Paternalistic Leadership on the Employees’ Willingness of Retention - Organizational Identity and Job Satisfaction as the Mediating Variables
From the viewpoints of leadership styles, organizational commitment and organizational behavior in human resource management, this study intends to discuss the impact of supervisors’ paternalistic leadership styles on employees’ willingness of retention in real estate agents as well as the mediating effects of employees’ organizational identity and job satisfaction. It is expected to provide managers or supervisors with better directions and planning for talent management. With questionnaire survey, stratified purposive sampling is used for distributing 207 copies of questionnaire. Deducting 36 invalid copies, total 171 valid copies are returned, with the effective retrieval rate 82.6%. SPSS 22.0 is applied to proceed the analysis in this study. Descriptive statistics, simple regression and hierarchy regression analysis are adopted in the analysis. The results show significantly positive impact of paternalistic leadership on employees’ willingness of retention, organizational identification and job satisfaction; significantly positive impact of organizational identification on willingness of retention, significantly positive impact of job satisfaction on willingness of retention. Furthermore, both mediating effects of organizational identification and job satisfaction in the relationship between paternalistic leadership and willingness of retention, respectively. Related suggestions and implications are also proposed in the study for the reference of managerial practice.
Keywords - Paternalistic Leadership; Organizational Identification; Job Satisfaction; Willingness of Retention; Real Estate Industry