How Ethical Leadership Relates to Conflict and Turnover Intentions: A Relational Systems Approach

2020 ◽  
Vol 2020 (1) ◽  
pp. 17863
Author(s):  
Dennis John Marquardt ◽  
Jennifer Grace Manegold ◽  
Lee Warren Brown
Keyword(s):  
Ethical Leadership ◽  
Turnover Intentions ◽  
Systems Approach ◽  
Relational Systems

Integrating relational systems theory with ethical leadership: how ethical leadership relates to employee turnover intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dennis J. Marquardt ◽  
Jennifer Manegold ◽  
Lee W. Brown
Keyword(s):  
Ethical Leadership ◽  
Turnover Intentions ◽  
Moral Identity ◽  
Systems Approach ◽  
Negative Influence ◽  
Relationship Conflict ◽  
Content Type ◽  
Working Adults ◽  
Time Points ◽  
Relational Systems

PurposeAs ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this manuscript we conceptualize and test a model based on a Relational Systems approach to ethical leadership and its relationship with conflict and turnover intentions.Design/methodology/approachTwo studies were conducted to test our hypothesized first- and second-stage moderated mediation model. In Study 1, online surveys were completed by 168 working adults across two different time points. Study 2 extended Study 1 by surveying 115 working adults across three time points using the Mechanical Turk platform.FindingsThe indirect relationship between ethical leadership and turnover intentions via relationship conflict was conditional based on follower moral identity. The negative influence of ethical leadership on relationship conflict and, in turn, turnover intentions was stronger for followers who had higher moral identities. In addition, our findings suggest that leader holding behaviors strengthen the negative indirect effects of ethical leadership on turnover intentions.Originality/valueThis paper demonstrates the usefulness of a Relational Systems theoretical approach to understanding ethical leadership. Specifically, ethical leaders, through their desire and ability to help employees feel known and not alone at work, are better able to reduce relationship conflict and, in turn, reduce employees' desire to leave the organization.

scholarly journals Employees’ perceptions of corporate social responsibility and ethical leadership: are they uniquely related to turnover intention?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mehran Nejati ◽  
Michael E. Brown ◽  
Azadeh Shafaei ◽  
Pi-Shen Seet
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Ethical Leadership ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Empirical Support ◽  
Well Being ◽  
Relative Importance ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to investigate the simultaneous effect of ethical leadership (EL) and corporate social responsibility (CSR) on employees’ turnover intention and examine the mediating mechanism in these relationships. Design/methodology/approach The authors conducted a field study of 851 employees across a variety of industries. This study applied partial least squares structural equation modelling for hypothesis testing. Findings The results show that employees’ perceptions of CSR as well as EL are both uniquely and negatively related to turnover intention. The authors also found that employees’ job satisfaction but not commitment, mediates these relationships. Research limitations/implications This study answers the recent call (Schminke and Sheridan, 2017) for ethics researchers to put competing explanations to the test to determine their relative importance. Research limitations have been discussed in the paper. Social implications Through providing empirical support for the positive impact of CSR and EL on employee-related outcomes and creating a decent and empowering work environment, this study provides further support for CSR and EL. As CSR and EL require accountability, responsible management and addressing societal well-being of stakeholders, this study can contribute to the United Nations sustainable development goals. Originality/value Previous research has found that both employees’ perceptions of supervisory EL and CSR are negatively related to employees’ turnover intentions. Yet, researchers know little about their relative importance because these relationships have not been adequately examined simultaneously.

scholarly journals Ethical climate and nurse competence – newly graduated nurses' perceptions

2014 ◽  
Vol 22 (8) ◽  
pp. 845-859 ◽  
Author(s):  
Olivia Numminen ◽  
Helena Leino-Kilpi ◽  
Hannu Isoaho ◽  
Riitta Meretoja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Turnover Intentions ◽  
Professional Competence ◽  
Future Research ◽  
Related Factors ◽  
Ethical Climates ◽  
Newly Graduated Nurses

Background: Nursing practice takes place in a social framework, in which environmental elements and interpersonal relations interact. Ethical climate of the work unit is an important element affecting nurses’ professional and ethical practice. Nevertheless, whatever the environmental circumstances, nurses are expected to be professionally competent providing high-quality care ethically and clinically. Aim: This study examined newly graduated nurses’ perception of the ethical climate of their work environment and its association with their self-assessed professional competence, turnover intentions and job satisfaction. Method: Descriptive, cross-sectional, correlational research design was applied. Participants consisted of 318 newly graduated nurses. Data were collected electronically and analysed statistically. Ethical considerations: Ethical approval and permissions to use instruments and conduct the study were obtained according to required procedures. Data were rendered anonymous to protect participant confidentiality. Completing the questionnaire was interpreted as consent to participate. Findings: Nurses’ overall perception of the ethical climate was positive. More positive perceptions related to peers, patients and physicians, and less positive to hospitals and managers. Strong associations were found between perceived ethical climate and self-assessed competence, turnover intentions in terms of changing job, and job satisfaction in terms of quality of care. Nurses at a higher competence level with positive views of job satisfaction and low turnover intentions perceived the climate significantly more positively. Conclusion: Nursing management responsible for and having the power to implement changes should understand their contribution in ethical leadership, as well as the multidimensional nature of nurses’ work environment and the interaction between work-related factors in planning developmental measures. Future research should focus on issues in nurse managers’ ethical leadership in creating ethical work environments. There is also a need for knowledge of newly graduated nurses’ views of factors which act as enhancers or barriers to positive ethical climates to develop. Interventions, continuing education courses, and discussions designed to promote positive ethical climates should be developed for managers, nurses, and multi-professional teams.

Exploring the links between ethical leadership, customer orientation and employee outcomes in the context of retailing

2015 ◽  
Vol 53 (7) ◽  
pp. 1642-1658 ◽  
Author(s):  
Arto Lindblom ◽  
Sami Kajalo ◽  
Lasse Mitronen
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Service Management ◽  
Turnover Intentions ◽  
Customer Orientation ◽  
Content Type ◽  
Frontline Employee ◽  
Employee Job Satisfaction ◽  
Related Stress ◽  
Job Related Stress

Purpose – In the increasingly competitive retail environment, retailers’ ability to elevate frontline employees’ customer orientation (CO) can make the difference between the success and failure of their stores. However, the question of how to enhance employee CO is a tricky one. It has been stated that employee CO is a stable work value or disposition that is consistent over time, and therefore, difficult to manage. However, one factor that might be an important driver of employee CO is the retailers’ ethical leadership behaviour. Accordingly, the purpose of this paper is to focus on exploring the links between retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Design/methodology/approach – For the purpose of this study, the authors develop five hypotheses about the retailers’ ethical leadership, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions. Using structural equation modelling, the authors test the hypotheses using a sample of 208 respondents from the Finnish retail industry. Findings – As a first important contribution, the findings of the present study indicate that frontline employee perceptions of their retailer’s ethical leadership are strongly linked to employee CO. As a second contribution, our results suggest that employee CO is positively related to job satisfaction. As a third contribution, this study shows that frontline employee job satisfaction is negatively related to their turnover intentions. Originality/value – This study contributes to service management and retail marketing literature by broadening the current understanding of the links between the ethical leadership of retailers, frontline employee CO and frontline employee job satisfaction, job-related stress and turnover intentions.

Tethered to work: A family systems approach linking mobile device use to turnover intentions.

2016 ◽  
Vol 101 (4) ◽  
pp. 520-534 ◽  
Author(s):  
Merideth Ferguson ◽  
Dawn Carlson ◽  
Wendy Boswell ◽  
Dwayne Whitten ◽  
Marcus M. Butts ◽  
...  
Keyword(s):  
Mobile Device ◽  
Family Systems ◽  
Turnover Intentions ◽  
Systems Approach ◽  
Device Use

The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention

2019 ◽  
Vol 57 (3) ◽  
pp. 583-605 ◽  
Author(s):  
Raad Abdulkareem Shareef ◽  
Tarik Atan
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role

PurposeThe purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships.Design/methodology/approachThe study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses.FindingsThe results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions.Originality/valueThis study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

Effects of ethical leadership, job satisfaction and affective commitment on the turnover intentions of accountants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nuri Gökhan Torlak ◽  
Cemil Kuzey ◽  
Muhammet Sait Dinç ◽  
Ali Haydar Güngörmüş
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Affective Commitment ◽  
Online Survey ◽  
Turnover Intentions ◽  
Negative Association ◽  
Equation Modeling ◽  
Content Type

Purpose The paper aims to analyze the relationships between ethical leadership (EL), job satisfaction (JS), affective commitment (AC) and turnover intention (TI) that might make accountants quit withdrawal and become productive and useful in private organizations operating in Istanbul. Design/methodology/approach Data were collected through an online survey using a simple random sampling methodology, obtained from 153 accountants working in companies in Istanbul. The methodology included descriptive statistics, factor analysis, structural equation modeling and mediation analysis. Findings Concerning direct relationships between EL, JS, AC and TI, EL has significant positive associations with JS and AC, whereas EL has a significant negative association with TI. JS has a significant positive association with AC, whereas JS has a significant negative association with TI. Also, AC has a weak significant negative association with TI. Given indirect relationships among EL, JS, AC and TI, JS and AC mediate the relationship between EL and TI. Finally, a similarity is found when comparing Generation X and Generation Y in terms of overall JS, AC and TI. Research limitations/implications The study is limited solely to companies functioning in Istanbul and incorporates a low number of respondents. Therefore, the results cannot be considered to be accurate for the whole country. The study might guide both private and public organizations in which owners/managers develop strategic plans. Originality/value The study fills the gap in research on organizational behavior where little has existed until now that probes the EL–JS–AC–TI links in Turkey. A few studies measure the TIs of accountants. Furthermore, EL and AC are rarely evaluated in the field of accounting in Turkey.

scholarly journals Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership

2022 ◽  
Vol 5 (1) ◽  
pp. 17-30
Author(s):  
Prince Addai ◽  
Rejoice Mottey ◽  
Michelle Afrifah ◽  
Augustine Osei Boakye
Keyword(s):  
Ethical Leadership ◽  
Organizational Support ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Climatic Conditions ◽  
The Impact ◽  
Moderating Role ◽  
Perceived Job Insecurity

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings – Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value – In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions.

scholarly journals In Search of a Theory: The Interpretative Challenge of Empirical Findings on Cultural Variance in Mindreading

2016 ◽  
Vol 48 (1) ◽  
pp. 201-230 ◽  
Author(s):  
Arkadiusz Gut ◽  
Robert Mirski
Keyword(s):  
Theory Of Mind ◽  
Cultural Differences ◽  
Parenting Practices ◽  
Cultural Context ◽  
Systems Approach ◽  
Cross Cultural ◽  
Theoretical Frameworks ◽  
Theoretical Approaches ◽  
Relational Systems ◽  
Social Communicative

Abstract In this paper, we present a battery of empirical findings on the relationship between cultural context and theory of mind that show great variance in the onset and character of mindreading in different cultures; discuss problems that those findings cause for the largely-nativistic outlook on mindreading dominating in the literature; and point to an alternative framework that appears to better accommodate the evident cross-cultural variance in mindreading. We first outline the theoretical frameworks that dominate in mindreading research, then present the relevant empirical findings, and finally we come back to the theoretical approaches in a discussion of their explanatory potential in the face of the data presented. The theoretical frameworks discussed are the two-systems approach; performance-based approach also known as modularity-nativist approach; and the social-communicative theory also known as the systems, relational-systems, dynamic systems and developmental systems theory. The former two, which both fall within the wider modular-computational paradigm, run into a challenge with the cross-cultural data presented, and the latter - the systemic framework - seems to offer an explanatorily potent alternative. The empirical data cited in this paper comes from research on cross-cultural differences in folk psychology and theory-of-mind development; the influence of parenting practices on the development of theory of mind; the development and character of theory of mind in deaf populations; and neuroimaging research of cultural differences in mindreading.

scholarly journals Relationship Between Distributive Justice, Ethical Leadership, and Turnover Intention with the Mediating Effects of Ethical Climate

2018 ◽  
Vol 7 (2.29) ◽  
pp. 429
Author(s):  
Nasir Mehmood ◽  
Dr Ungku Norulkamar ◽  
Dr Sobia Irum
Keyword(s):  
Distributive Justice ◽  
Ethical Leadership ◽  
Turnover Intention ◽  
Structural Equation ◽  
Ethical Climate ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Policies And Procedures ◽  
Sample Data ◽  
Personal Ethics

Leaders form an organization’s ethical climate and influence employees’ perceptions and intentions. Employees’ intentions become positive when leader’s personal ethics and ethical climate are congruent. The current study focused on the relationships among ethical leadership, distributive justice and ethical climate in the formation of employee’s turnover intention. The purpose of the study is (1) to examine whether leader’s ethics significantly impact over turnover intention, (2) to what extent distributive justice effects turnover intention, and (3) to determine the indirect impact of ethical leadership on turnover intention through ethical climate. The valid sample data was randomly collected through structured questionnaire distributed among 265 employees from 9 different banks located in Northern Punjab region of Pakistan. Structural equation modeling (SEM) was used for data analysis using AMOS 22.0. Results revealed that distributive justice is significantly related to turnover intentions and ethical climate mediated between ethical leadership and turnover intention. This study contributes to the existing literature by considering both, distributive justice and ethical leadership in predicting turnover intention. When enacting policies and procedures, leaders should set ethical and justice tone that can be helpful to facilitate ethical behavior and also minimize turnover intentions among employee 

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