Investigation of the relationship between perceptions of paternalistic leadership, learned resourcefulness levels and job satisfaction and turnover intentions of the employees

This study aims to analyse the relationship between perceptions of paternalistic leadership, learned resourcefulness levels and job satisfaction and turnover intentions of the blue and white collar employees in public and private sector. Also, this study aims to analyse the impact of employees? learned resourcefulness levels and employees' perception levels of paternalistic leaders on job satisfaction and turnover intention. These variables will be examined also in terms of demographic characteristics. For this purpose, eleven basic hypothesis were developed in the light of investigations in the literature. 395 blue and white collar workers from public and private sectors participated to the study. Four measures were used. Rosenbaum?s(1980) Learned Resourcefulness Measure consisted of 36 items; the Michigan Organizational Assessment Job Satisfaction and Turnover Intention Sub-scale consisted of 3 items and Aycan(2006)?s Paternalistic Leadership Measure consisted of 21 items. The demographic questions were asked to determine the demographic characteristics of the sample.The total levels of employee?s learned resourcefulness were found at mid-level. The employee?s perceptions of paternalistic leadership were found high. The levels of employees?s job satisfaction were found high, but the levels of employees?s turnover intention were found low. Some of the dimensions of learned resourcefulness differ in terms of demographic characteristics. The dimensions of paternalistic leadership don?t differ in terms of demographic characteristics. Also, job satisfaction and turnover intention levels of employees differ in terms of demographic characteristics. A dimension of paternalistic leadership (?Loyalty Expectation?) was significant predictor which explained 4 % of the total variance in learned resourcefulness scores. The results of multiple regression analysis revealed that four predictor variables(?Planned to act?, ?Family atmosphere at work place and involving in non-work domain?, and ?Unwanted thoughts control?) were significant predictors which explained 27 % of the total variance in job satisfaction scores. The results of multiple regression analysis revealed that four predictor variables(?Planned to act?, ?Family atmosphere at work place and involving in non-work domain?, ?Status and hierarchy? and ?Unwanted thoughts control?) were significant predictors which explained 13 % of the total variance in turnover intention scores.This work analysed the employee?s learned resourcefulness levels, employee?s perception levels of paternalistic leaders, employees?s job satisfaction and turnover intentions level together. It is thought that the study in this respect will make a contribution to the literature. And also, this study is expected to be the pioneer of the future studies.