Does Relational Ethics in Family Influence the Relationship between Ethical Leadership & Turnover Intention?

Purpose The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout. Design/methodology/approach A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis. Findings The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy. Research limitations/implications This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study. Practical implications The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention. Originality/value This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.

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ETHICAL LEADERSHIP DAN KOMITMEN ORGANISASI SEBAGAI PREDIKTOR INTENSI TURNOVER KARYAWAN

Proyeksi ◽

10.30659/jp.15.1.1-11 ◽

2020 ◽

Vol 15 (1) ◽

pp. 1

Author(s):

Alvia Diah Fitriana ◽

Ruseno Arjanggi

Keyword(s):

Organizational Commitment ◽

Ethical Leadership ◽

Turnover Intention ◽

Employee Turnover ◽

Hypothesis Test ◽

Negative Relationship ◽

Sampling Technique ◽

Employee Turnover Intention ◽

The Relationship ◽

Ethical Leadership Scale

The purpose of this study was to determine the relationship between Ethical Leadership and organizational commitment to employee turnover intention. Turnover intention is a desire to stop or get out of his work and wish to change jobs. The subjects used in the study were 150 employees. The method used for sampling uses a purposive sampling technique. The scale used at the time of this research was the turnover intention scale with reliability 0.796, Ethical Leadership scale with reliability 0.879, and organizational commitment scale with reliability 0.802. Data analysis used in this study is regression analysis with two predictors and partial correlation. The first hypothesis test results obtained a score of F = 26.217, R = 0.613, and p = 0.000 (p <0.05). Thus it can be seen that there is a relationship between Ethical Leadership and organizational commitment to employee turnover intensity. The second hypothesis obtained rx1y = 0.274 and a significance of 0.009 (p <0.05). These results prove that there is a positive relationship between Ethical Leadership and turnover intensity. The third hypothesis obtained the results of rx2y = -0.612 with a significance of 0,000 (p <0.05). The results explained prove that there is a negative relationship between organizational commitment and turnover intention.

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