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Cultural Humility as a Predictor of Intention to Leave Moderated by Authentic Leadership.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Cultural Humility as a Predictor of Intention to Leave Moderated by Authentic Leadership./
Author:	Whitfield, Dennis Daron.
Description:	1 online resource (199 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-11, Section: A.
Contained By:	Dissertations Abstracts International84-11A.
Subject:	Philosophy. -
Online resource:	click for full text (PQDT)
ISBN:	9798379578886

Cultural Humility as a Predictor of Intention to Leave Moderated by Authentic Leadership.
Whitfield, Dennis Daron.

Cultural Humility as a Predictor of Intention to Leave Moderated by Authentic Leadership. - 1 online resource (199 pages)

Source: Dissertations Abstracts International, Volume: 84-11, Section: A.

Thesis (Ph.D.)--Walden University, 2023.

Includes bibliographical references

The problem addressed in this research was the inappropriate treatment of multicultural individuals by their immediate supervisors and the need for a thorough examination of cultural humility in organizational settings. This quantitative study used linear regression and moderation analyses to examine the relationship between cultural humility and intention to leave moderated by authentic leadership to determine how the participants' perception of cultural humility in their immediate supervisor predicted their intention to leave. Another purpose was to examine whether authentic leadership moderated the relationship with intention to leave. The theoretical framework for this study included cultural humility, authentic leadership, and intention to leave theories. The target population was professionals 18 and older, living in the United States who worked in multicultural organizational settings and who reported to at least one immediate supervisor. The sample size for this study was 200. The methodology used was linear regression analysis, with moderation analysis used for one moderator. Cultural humility was a significant predictor of intention to leave at F(1, 198) = 21.19, p <.001. Authentic leadership and its subcomponents did not moderate the relationship between cultural humility and intention to leave. The research may have positive social change implications based on how managers and leaders use the outcomes to create and apply more culturally humble systematic business strategies so employees and leaders can share the same advantages and benefits.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379578886Subjects--Topical Terms:

559771
Philosophy.
Subjects--Index Terms:

Authentic leadershipIndex Terms--Genre/Form:

554714
Electronic books.

Cultural Humility as a Predictor of Intention to Leave Moderated by Authentic Leadership.
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502 $a Thesis (Ph.D.)--Walden University, 2023.
504 $a Includes bibliographical references
520 $a The problem addressed in this research was the inappropriate treatment of multicultural individuals by their immediate supervisors and the need for a thorough examination of cultural humility in organizational settings. This quantitative study used linear regression and moderation analyses to examine the relationship between cultural humility and intention to leave moderated by authentic leadership to determine how the participants' perception of cultural humility in their immediate supervisor predicted their intention to leave. Another purpose was to examine whether authentic leadership moderated the relationship with intention to leave. The theoretical framework for this study included cultural humility, authentic leadership, and intention to leave theories. The target population was professionals 18 and older, living in the United States who worked in multicultural organizational settings and who reported to at least one immediate supervisor. The sample size for this study was 200. The methodology used was linear regression analysis, with moderation analysis used for one moderator. Cultural humility was a significant predictor of intention to leave at F(1, 198) = 21.19, p <.001. Authentic leadership and its subcomponents did not moderate the relationship between cultural humility and intention to leave. The research may have positive social change implications based on how managers and leaders use the outcomes to create and apply more culturally humble systematic business strategies so employees and leaders can share the same advantages and benefits.
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538 $a Mode of access: World Wide Web
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653 $a Coaching
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653 $a Intention to leave
653 $a Leadership
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