| Keywords [eng] |
virtuali lyderystė, pasitikėjimas, autonomija, darbuotojų išlaikymas, Lietuva, hibridinis darbas, virtual leadership, trust, autonomy, employee retention, Lithuania, hybrid working. |
| Abstract [eng] |
The main goal of this master thesis is to determine the impact of virtual leadership on employee retention in Lithuania, to find out the mediating role of team cohesion and moderating role of trust and autonomy in hybrid teams. The master thesis consists of three main parts starting from the analysis of scientific literature, following with the research and its results and finalizing with conclusions, suggestions and research limitations. The literature review part of the thesis covers the main concepts of leadership as well as virtual leadership, trust, team cohesion, autonomy, turnover intention and employee retention. Following the literature review, the methodological part of the thesis is introduced. In total, 235 usable respondent surveys were analysed. The main purpose of the research was to find out the impact of virtual leadership on employee retention in Lithuania, and to determine the mediating role of team cohesion and moderating role of trust and autonomy in hybrid teams. The research results revealed that there is a moderate positive correlation between virtual leadership and employee retention. Thus, virtual leadership has a direct impact on the willingness of employees to leave or stay in their workplace. Team cohesion was found to mediate the relationship between virtual leadership and employee retention. In fact, virtual leadership positively predicts team cohesion and team cohesion shows significant positive effect on employee retention. Virtual leadership also had a significant indirect effect on employee retention through team cohesion. Trust was not found to moderate the relationship between virtual leadership and team cohesion, such that the relationship is stronger when trust is high. Similarly, autonomy was not found to moderate the relationship between team cohesion and employee retention, such that the relationship is stronger when autonomy is high. That being said, a strong relationship between autonomy and employee retention was found. The study shows, the higher the virtual leadership and the higher the autonomy, the higher the employee retention. Lastly, the conclusions and the recommendations together with the research limitations were provided. The results of the study and the recommendations provided could be used for companies where employees work in a hybrid work setting. |
