The Impact of Passive Avoidant Leadership on Faculty Turnover Intention in Higher Education

This study explores the relationship between passive avoidant leadership and faculty turnover intention in U.S. higher education institutions. Using survey data from 149 full-time faculty members, we analyzed responses to the Multifactor Leadership Questionnaire (MLQ) and a Turnover Intention Scale. Regression analysis revealed that passive avoidant leadership significantly predicts higher turnover intention. These findings underscore the importance of proactive leadership in retaining academic talent. Code1 Relationship between Laissez-Fair Leadership and Turnover Intention A correlational analysis indicates that there is a moderately positive correlation between Laissez-Faire Leadership and Turnover Intention, and the relationship was significant using an α < .001. The researcher conducted a regression analysis, to establish the relationship between the two variables. We modeled the relationship as follows: Turnover Intention = 0.8308 + 0.9225 * Laissez-Faire. Regression Summary Metric Value Dependent Variable Turnover_Intention_Avg R-squared 0.314 Adjusted R-squared 0.310 F-statistic 67.34 Prob (F-statistic) 1.06e-13 No. of Observations 149 Coefficients Variable Coefficient Std. Error t-value p-value 95% CI (Lower) 95% CI (Upper) Intercept 0.8308 0.238 3.493 0.001 0.361 1.301 Laissez-Faire Avg 0.9225 0.112 8.206 < 0.001 0.700 1.145 To summarize, the coefficient associated with Laissez-Faire Style Leadership is 0.9225, which indicates that an increase in the Laissez-Faire Style Leadership Index of 1 corresponds to an increase in Turnover Intention of .92. Additionally, the relationship between the two variables is highly significant (α < .001). Moreover, the R-squared value of 0.314 indicates that Laissez-Faire Leadership explains about 31.4% of the variance in Turnover Intention. Code 2 Data Visualization Between Turnover Intention and Laissez-Farie Leadership Provides a visualization of the surveyed respondents and the relationship between Average Turnover Intention on the y-axis and the Average Laissez-Faire Leadership Score on the x-axis. The Blue Dots represent individual respondents average scores, and the Red Line indicates the trend between Laissez-Faire Leadership and Turnover Intention. The visualization highlights the moderately positive correlation previously highlighted. Code 3 In the final regression, the research examines whether demographic variables such as income, gender, education, or tenure are significant predictors of Turnover Intention. Regression Summary Metric Value R-squared 0.342 Adjusted R-squared 0.314 F-statistic 12.29 Prob (F-statistic) 4.11e-11 Observations 149 Coefficients Variable Coefficient Std. Error t-value p-value 95% CI (Lower) 95% CI (Upper) Intercept 0.2775 0.400 0.693 0.489 -0.514 1.069 Laissez-Faire 0.9754 0.115 8.463 <0.001 0.748 1.203 Income 0.0237 0.031 0.754 0.452 -0.038 0.086 Age 0.1127 0.097 1.161 0.247 -0.079 0.305 Gender -0.2724 0.170 -1.603 0.111 -0.608 0.063 Education 0.1633 0.114 1.436 0.153 -0.061 0.388 Tenure 0.0473 0.062 0.756 0.451 -0.076 0.171 As illustrated in the above table, it does not seem as though demographic variables have significant predictive power over Turnover Intention and the most significant determinate is Laissez-Faire Leadership Style. Code 4 Provides the demographic information associated with the survey responses. Income Income Count Percentage $50,000-$74,999 27 18.12% $75,000-$99,999 26 17.45% $100,000-$124,999 19 12.75% $125,000-$149,999 18 12.08% $25,000-$49,999 15 10.07% $200,000+ 12 8.05% $175,000-$199,999 9 6.04% $150,000-$174,999 8 5.37% Prefer not to answer 6 4.03% $10,000-$24,999 4 2.68% nan 3 2.01% $0-$9,999 2 1.34% Age Age Count Percentage 45-60 57 38.26% 30-44 46 30.87% > 60 27 18.12% 18-29 16 10.74% nan 3 2.01% Gender Gender Count Percentage Female 81 54.36% Male 65 43.62% nan 3 2.01% Education Education Count Percentage Master's Degree 95 63.76% Doctoral degree 37 24.83% Professional degree 12 8.05% Other 5 3.36% Tenure Tenure Count Percentage 5 to 10 years 44 29.53% 10 to 20 years 34 22.82% More than 20 years 33 22.15% 2 to 5 years 23 15.44% Less than 2 years 15 10.07% Code 5: Cronbach's Alpha Calculation The Cronbach's alpha was calculated for the laissez-faire leadership and the turnover intention survey queestions. Both set of survey scales were reliable and demonstrated a high degree of reliability and internal consistency generating alpha's of 0.8561 and 0.8942, respectively. Code 6: Heatmap of Correlations between Laissez-Faire Leadership, Turnover Intention, and Demographic Variables. This code is provided to illustrate the correlations between Laissez-Faire Leadership, Turnover Intention, and demographic variables.