The current high rate of employee turnover has become a key factor affecting organizational stability and core competitiveness, which requires organizational leaders to work with a higher sense of responsibility. Although several studies have confirmed that responsible leadership (RL) negatively affects employees’ turnover intention, the specific mechanism of this effect has not been fully elucidated.
Objective
On the basis of the discrepancy model of psychological contract violation (PCV) and substitutes for leadership theory, this study aims to examine the indirect impact of RL on employees’ turnover intention through employees’ PCV and the moderating effect of organizational identification.
Method
We collected a sample of 389 employees from Chinese companies and used SPSS and Amos for confirmatory factor analysis (CFA), correlation analysis, and hypothesis testing.
Results
The findings show that RL can reduce employees’ turnover intention directly and by influencing employees’ PCV. Organizational identification negatively moderates the negative effect of RL on PCV and weakens the mediating effect of PCV in the relationship between RL and subordinates’ turnover intention.
Conclusion
This study reveals the intrinsic mechanism by which RL impacts employees’ turnover intention, providing theoretical support and practical experience for managers to set a learning example for employees and effectively suppress their turnover intention.
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