Research consistently shows that the relationship between servant leadership and turnover intention is negative. However, mechanisms that link servant leadership to turnover intentions are poorly explored. The present master's thesis addresses this gap in the literature by examining the (serial) mediating role of organizational identification and burnout in the relationship between servant leadership and turnover intention. Additionally, we examined the convergent validity of the subjective perception of burnout obtained via a single-item burnout measure. A cross-sectional research design was used. The final sample consisted of 210 employed adults who have a supervisor at work. Data analysis was performed using Spearman's correlations, the Kruskal-Wallis test, and serial mediation analysis. The results show that servant leadership positively predicts lower turnover intention, even when controlling for organizational identification and burnout. Furthermore, both organizational identification and burnout have a partial mediating role, but not a serial mediating role, in the relationship between servant leadership and turnover intention. The single-item measure of burnout did not demonstrate adequate convergent validity. To successfully reduce turnover intention, we recommend that organizations implement measures to promote servant leadership and organizational identification, as well as preventive measures against burnout. Recommendations for such measures are provided in the discussion. There is also a need to develop single-item measures of burnout with high convergent validity.
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