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Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector.
Int J Environ Res Public Health. 2022 07 22; 19(15)IJ

Abstract

Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee's salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees' likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees' turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.

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Authors+Show Affiliations

Jian Q
Wuhan Institute of Development Strategy, Wuhan 430070, China.
Wang X
School of Management, Wuhan University of Technology, Wuhan 430070, China.
Al-Smadi HM
Department of Financial and Administrative Sciences, Ajloun College, AL-Balqa Applied University, Ajloun 26816, Jordan.
Waheed A
Department of Management Sciences, COMSATS University Islamabad (CUI), Islamabad 44000, Pakistan.
Badulescu A
Department of Economics and Business, Faculty of Economic Sciences, University of Oradea, 410087 Oradea, Romania.
Samad S
Department of Business Administration, College of Business and Administration, Princess Nourah bint Abdulrahman University, Riyadh 11671, Saudi Arabia.

MeSH

Health Care SectorHumansIntentionLeadershipMoralsPersonnel Turnover

Pub Type(s)

Journal Article
Research Support, Non-U.S. Gov't

Language

eng

PubMed ID

35897311

Citation

Jian, Qiangzhen, et al. "Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence From the Healthcare Sector." International Journal of Environmental Research and Public Health, vol. 19, no. 15, 2022.
Jian Q, Wang X, Al-Smadi HM, et al. Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector. Int J Environ Res Public Health. 2022;19(15).
Jian, Q., Wang, X., Al-Smadi, H. M., Waheed, A., Badulescu, A., & Samad, S. (2022). Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector. International Journal of Environmental Research and Public Health, 19(15). https://doi.org/10.3390/ijerph19158939
Jian Q, et al. Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence From the Healthcare Sector. Int J Environ Res Public Health. 2022 07 22;19(15) PubMed PMID: 35897311.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Proposing a Robust Model to Reduce Employees' Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector. AU - Jian,Qiangzhen, AU - Wang,Xiuting, AU - Al-Smadi,Hisham Mohammad, AU - Waheed,Aamer, AU - Badulescu,Alina, AU - Samad,Sarminah, Y1 - 2022/07/22/ PY - 2022/06/26/received PY - 2022/07/19/revised PY - 2022/07/19/accepted PY - 2022/7/28/entrez PY - 2022/7/29/pubmed PY - 2022/7/30/medline KW - healthcare system KW - leadership KW - mental health KW - organizational management KW - turnover JF - International journal of environmental research and public health JO - Int J Environ Res Public Health VL - 19 IS - 15 N2 - Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee's salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees' likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees' turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide. SN - 1660-4601 UR - https://www.unboundmedicine.com/medline/citation/35897311/Proposing_a_Robust_Model_to_Reduce_Employees'_Turnover_Intentions_in_an_Ethical_Leadership_Framework:_Empirical_Evidence_from_the_Healthcare_Sector_ DB - PRIME DP - Unbound Medicine ER -