Date of Award


Document Type


Degree Name

Master of Science in Industrial and Organizational Psychology



First Reader/Committee Chair

Diaz, Ismael. Ph.D.


Organizations are built through the contributions of their employees, which is why when employees leave, organizations suffer a significant loss. This can be foreseen by an employee’s level of organizational commitment and burnout which contribute to turnover intention. Measures can be taken to reduce burnout through nurturing leadership and the development of healthy workplace relationships. The purpose of this study is to examine the respective relationship between transformational leadership and workplace relationships on turnover intention and organizational commitment with interest in the mediating role of employee burnout. Leadership has a strong influence on individuals and organizations. It largely contributes to an employee’s well-being. Workplace relationships formed in the organizational environment along with transformational leadership style carry the potential to diminish the effects of employee burnout. A self-assessment survey reported from 334 participants was collected throughout a four-week period. A reliability analysis followed by a zero-order correlation was conducted to compare the level of significance between all variables. A path analysis examined the extent to which the effects of transformational leadership, reduced employee burnout, and greater workplace relationships mediate the effects of this impact on turnover intentions and organizational commitment. Results support that behaviors of transformational leadership significantly reduce the effects of employee burnout, and turnover intention while increasing organizational commitment. However, the evidence does not support this outcome as an effect of workplace relationships.