الفهرس 
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Abstract
The study of transformational leadership behaviors has gained the
interest of many researchers, however studies regarding its impact as a nonmonetary retention tool for employees still rare in the literatures. This paper
reports an empirical study that investigated the impact of transformational
leadership and each of it`s behaviors (as a non- monetary method) on
reducing employees voluntary turnover. A sample of 500 employees from all
the Mobile service providers that are currently operating in Egypt was
studied. Transformational leadership was measured through five behaviors:
idealized influence attribute; idealized influence behavior; inspirational
motivation; intellectual stimulation; individualized consideration, using Bass
and Avolio (1997) Multifactor Leadership Questionnaire. Leaders, self- rated
their acquisitions of transformational leadership behaviors. Sample was
investigated and research findings were analyzed by using descriptive
statistical techniques, Cronbach`s alpha, Coefficient of correlation matrix,
Regression analysis, and analysis of variance. Results showed that there is a
significant negative strong relationship between transformational leadership
and each of it`s behaviors and employee voluntary turnover. In addition, it
empirically concluded that idealized influence attribute and individualized
consideration are the transformational leadership behaviors that have the
highest impact on employee voluntary turnover.
Key words: Transformational leadership - Idealized influence
(attribute and behavior)- Inspirational motivation - Intellectual stimulation -
Individualized consideration- Voluntary turnover.