This book introduces the 21st-century managerial style. It is about identifying the relationship between managerial-caused turnover intention and transformational leadership style. It provides evidence that the transformational leadership style contributes to employee retention. Consequently, managers who adopt behaviors and skills associated with this style of leadership can expect lower rates of turnover. This book shows the four I's of transformational leadership correlate highly with one another, are not independent, do not have an additive effect, and are not distinct factors. It introduces a simplified cluster sampling method, which controls the limitation of having an over- or underrepresented clusters. It suggests that hiring or training transformational managers helps effectively control turnover. Managers should acquire excellent transformational leadership behaviors and skills in order to reduce the managerial-caused turnover intention among their employees. This book advocates educators should develop and introduce transformational leadership theory in management textbooks.