Leadership’s Role in Retention: Transformational Leadership and Idealized Influence in Addressing Workforce Challenges of the Great Resignation and Silent Quitting

Abstract

The ongoing Great Resignation and silent quitting movements are imposing significant costs on  organizations. Half of U.S. employees are open to leaving their current jobs, with many citing poor  management as a key reason (Gallup, 2024a). This study examines the role of leadership, specifically the  relationship between idealized influence—a core dimension of transformational leadership—and employee  retention. Idealized influence refers to leaders who serve as role models, inspiring trust, respect, and loyalty  in their followers (Hall et al., 2002). Alongside other dimensions of transformational leadership, idealized  influence plays a critical role in fostering employee commitment. Using a quantitative survey approach and  convenience sampling, this research aims to explore how leaders’ role model behaviors affect employee  retention. The findings highlight the importance of effective leadership in addressing retention challenges.  This in turn can improve workplace engagement, organizational learning, and a company’s  competitiveness and innovation.