Impact of Leader-Member Exchange, Communication and Corporate Social Responsibility on Employee Performance and Turnover Intention
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Abstract
From past to present, many organizations have tried to identify the factors that can have impact on turnover intention and employee performance. The factors that most organizations tend to focus on are organizational commitment and job satisfaction. However, the author considers both factors to be ambiguous and difficult to apply in practice. After performing literature review and qualitative synthesis, factors that can be considered to be clearer and easier to apply in practice are leader-member exchange, communication and corporate social responsibility. These three factors can have a direct impact on employee performance and turnover intention, together with an indirect impact through organizational commitment and job satisfaction.
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The manuscript submitted for publication must be the original version, submitted only to this particular journal with no prior acceptance for publication elsewhere in other academic journals. The manuscript must also not violate the copyright issue by means of plagiarism.
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