Paternalistic leadership, organizational commitment, and turnover intention among teaching staff in Kyambogo University

Abstract

Employee organizational commitment in public universities has diminished in recent years, resulting in high turnover intention. Kyambogo University's personnel have a high percentage of resignations, tardiness, and absences. This appears to stem from a lack of effective leadership qualities. Therefore, this study sought to examine the relationship between paternalistic leadership, organizational commitment and turnover intention among the teaching staff of Kyambogo University. The study used 234 respondents selected using a cross- sectional study design was used to examine the association between the variables. Data was collected using standardized questionnaires and analyzed using a Pearson Product Moment Correlation Coefficient and Multiple Regression analysis in process macro (SPSS v.27). The findings show that there exists a significant positive relationship between paternalistic leadership and organizational commitment (r=.284, p≤.01); organizational commitment has a non-statistically significant relationship with turnover intention (r=.100, p≥.05); a non-significant relationship between paternalistic leadership and turnover intention (r=-.009, p≥.05); and organizational commitment does mediate the relationship between paternalistic leadership and turnover intention (β=.262, Boot 95% CI [.059, .543]). In conclusion, it is therefore recommended that much emphasis should be placed on advocating for leaders with authoritarian traits as a means to ensure submission by employees and reduce turnover intention. Additionally, higher learning institutions should introduce avenues such as celebrating Employee of the Month and providing exciting offers to employees as a way of increasing their organizational commitment, in so doing this reduces any intention to leave.