Research on the Moderating Effect of Transformational Leadership on Job Satisfaction and Intention to Quit of University Staff

Based on the social exchange theory and the transformational leadership theory, this study constructed a research model with job satisfaction as the core variable, and deeply explored the mechanism of transformational leadership on the turnover intention of university faculty members, especially its moderating effect. The study found that transformational leadership not only directly negatively affects the turnover intention, but also can indirectly reduce the turnover intention by enhancing job satisfaction. The four dimensions of idealization influence, motivational inspiration, INTELLECTUAL inspiration, and individualized consideration, by strengthening the organizational commitment, work happiness, and intrinsic motivation of faculty members, effectively buffered the risk of turnover caused by job dissatisfaction, thereby significantly MODERATING the "job satisfaction - turnover intention" path. The research provides solid theoretical support and practical references with operational feasibility for universities to systematically implement transformational leadership practices and enhance the stability of the faculty team.