DOI: 10.5281/zenodo.15814488
title: The Impact of Passive Avoidant Leadership on Faculty Turnover Intention in Higher Education

description: 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%