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

Yıl 2021, Cilt: 16 Sayı: 64, 1836 - 1855, 31.10.2021

Çiğdem Asarkaya , Alev Özer Torgalöz

https://doi.org/10.19168/jyasar.935560

Öz

Recent years have witnessed frequent job changes for the new generations. These changes have been coupled with a corresponding trend toward greater employment possibilities and availability of new positions. In this regard, it has become a new normal for employees to regularly change jobs and positions. On the other hand, there is an agreement within the literature (e.g., Ongori, 2007) that minimizing turnover of employees is critical for organizations due to the potential costs of losing talent and experience. In this research, our overreaching objective was to examine the role of ethical leadership over employees’ intention to leave and to introduce relational ethics as a moderating factor on this relationship. The findings revealed the considerable impact of perceptions of ethical leadership on employees’ intentions to leave. In other words, the results showed the explanatory effects of ethical leadership on employees’ turnover intention. In this regard, this study enhances our understanding with regard to turnover intention. On the other hand, contrary to our expectations, no moderating effect with respect to relational ethics was observed. Our findings underline the critical role ethical leaders have on employees’ intentions to leave their organizations.

Anahtar Kelimeler

Ethical Leadership, Relational Ethics, Turnover Intention, Person-Organization Fit (P-O Fit) Theory, Leader-Member-Exchange (LMX) Theory

Teşekkür

We sincerely thank all participants of our survey.

Ailedeki İlişkisel Etik, Liderlik ve İşten Ayrılma Niyeti Arasındaki İlişkiyi Etkiler mi?

Öz

Son yıllarda, yeni nesillere mensup işgücünün sık sık iş değiştirdiklerine tanık olunmaktadır. Diğer bir deyişle, bu çalışanların düzenli olarak iş ve pozisyon değiştirmesi yeni normal haline gelmiştir. Öte yandan, literatürde (ör., Ongori, 2007), işgücü devrini en aza indirmenin, yetenek ve deneyim kaybetmenin potansiyel maliyetleri nedeniyle, kuruluşlar için kritik önem taşıdığına dair bir fikir birliği vardır. Bu çalışmada hedefimiz, etik liderliğin çalışanların işten ayrılma niyeti üzerindeki rolünü incelemek ve aile içindeki ilişkisel etiğin bu ilişkide düzenleyici bir etkiye sahip olup olmadığını araştırmaktır. Bu çalışmanın bulguları, etik liderlik algılarının çalışanların işten ayrılma niyetleri üzerindeki negatif yönlü etkisini desteklemiştir. Bu bağlamda, bu çalışma işten ayrılma niyetine ilişkin anlayışımızı güçlendirmektedir. Öte yandan, aile içi ilişkisel etik değişkenine ilişkin olarak, hipotezlerimiz doğrultusunda beklediğimiz düzenleyici etki saptanmamıştır. Bulgularımız, etik liderliğin çalışanların kuruluşlarından ayrılma niyetlerini azaltıcı yöndeki rolünün altını çizmektedir.

Anahtar Kelimeler

Etik Liderlik, İlişkisel Etik, İşten Ayrılma Niyeti, Kişi-Örgüt Uyumu Teorisi, Lider-Üye Etkileşimi Teorisi

Kaynakça

• Amankwaa, A., and Anku-Tsede, O. “Linking Transformational Leadership to Employee Turnover: The Moderating Role of Alternative Job Opportunity.” International Journal of Business Administration 6, no .4 (2015): 19-29.
• Ambrose, M. L., Arnaud, A. and Schminke, M. “Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes.” Journal of Business Ethics 77 (2008): 323–333.
• Avey, J. B., Palanski, M. E., and Walumbwa, F. O. “When Leadership Goes Unnoticed: The Moderating Role of Follower Self-Esteem on the Relationship Between Ethical Leadership and Follower Behavior.” Journal of Business Ethics 98, no.4 (2011): 573-582.
• Bhal, K. T. and Dadhich, A. “Impact of Ethical Leadership and Leader–Member Exchange on Whistle Blowing: The Moderating Impact of the Moral Intensity of the Issue.” Journal of Business Ethics 103, no. 3 (2011): 485-496.
• Boszormenyi-Nagy, I. “Transgenerational Solidarity: The Expanding Context of Therapy and Prevention.” The American Journal of Family Therapy 14, no. 3 (1986):195-212
• Bothma, C. F. C. and Roodt, G. “The Validation of The Turnover Intention Scale.” Journal of Human Resource Management 11, no. 1 (2013).
• Brown, M. E., Treviño, L. K. and Harrison, D. A. “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing.” Organizational Behavior and Human Decision Processes 97, no.2 (2005): 117-134.
• Chang, W. J. A., Wang, Y. S., and Huang, T. C. “Work Design–Related Antecedents of Turnover Intention: A Multilevel Approach.” Human Resource Management 52, no.1 (2013): 1-26.
• Chatman, J. “Improving Interactional Organizational Research: A Model of Person-Organization Fit.” Academy of Management Review 14 (1989): 333-349.
• Chen, Y., Wen, Z., Peng, J., and Liu, X. “Leader-Follower Congruence in Loneliness, LMX And Turnover Intention.” Journal of Managerial Psychology 31, no. 4 (2016): 864-879.
• Cohen, G., Blake, R. S. and Goodman, D. “Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as A Predictor of Actual Turnover Rate.” Review of Public Personnel Administration 36, no.3 (2016): 240-263.
• Coldwell, D. A., Billsberry, J., van Meurs, N. and Marsh, P. J. G. “The Effects of Person–Organization Ethical Fit on Employee Attraction and Retention: Towards a Testable Explanatory Model.” Journal of Business Ethics 78, (2008): 611–622.
• Crosweller, M. and Tschakert, P. “Climate Change and Disasters: The Ethics of Leadership.” Wiley Interdisciplinary Reviews: Climate Change 11, no.2 (2020): 624.
• DeGeorge, R. T. Business Ethics (3rd ed.). (New York: Macmillan, 1990).
• Demirtas, O. and Akdogan, A. A. “The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, And Affective Commitment.” Journal of Business Ethics 130, no.1 (2015): 59-67.
• Edwards, J. R. “Person-Environment Fit in Organizations: An Assessment of Theoretical Progress.” Academy of Management Annals 2, (2008): 167-230
• Elçi, M., Şener, İ., Aksoy, S., and Alpkan, L. “The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work-Related Stress.” Procedia-Social and Behavioral Sciences 58, (2012): 289-297.
• Fishbein, M. F. and Ajzen, O. R. “Turnover Intention and Transfer Rate as Indicators of Employees’ Dissatisfaction.” Journal of Industrial Labour Relation 21, no.4 (1971): 15-17.
• Gerstner, C. R. and Day, D. V. “Meta-Analytic Review of Leader–Member Exchange Theory: Correlates and Construct Issues.” Journal of Applied Psychology 82, no.6 (1997): 827.
• Gray, R. A., Niehoff, B. P. and Miller, J. L. “The Effect of Job Characteristics on Student Employee Job Satisfaction and Intent to Turnover in College and University Foodservice.” Journal of the National Association of College & University Foodservices 21, (2000): 14-29.
• Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., and Tatham, R. L. Multivariate data analysis (6th edition). (New Jersey: Pearson Education, 2006).
• Hargrave, T. D., Jennings, G., and Anderson, W. “The Development of a Relational Ethics Scale.” Journal of Marital and Family Therapy 17, (1991): 145-158
• Harris, K. J., Harris, R. B. and Brouer, R. L. “LMX and Subordinate Political Skill: Direct and Interactive Effects on Turnover Intentions and Job Satisfaction.” Journal of Applied Social Psychology 39, no.10 (2009): 2373-2395.
• Hellriegel, D. and White, G. E. “Turnover of Professionals in Public Accounting: A Comparative Analysis.” Personnel Psychology 26, (1973): 239-249.
• Heres, L. and Lasthuizen, K. “Ethical Leadership: A Variform Universal Phenomenon.” in Annual Conference of the European Group for Organizational Studies, (2010, August): 1-3.
• Holtom, B. C., Mitchell, T. R., Lee, T. W., and Inderrieden, E. J. “Shocks as Causes of Turnover: What They Are and How Organizations Can Manage Them.” Human Resource Management 44, (2005): 337–352.
• Hwang, I. and Kuo, J. “Effects of Job Satisfaction and Perceived Alternative Employment Opportunities on Turnover Intention: An Examination of Public Sector Organizations.” The Journal of American Academy of Business 8, (2006): 254–259.
• Jang, J. and Kandampully, J. “Reducing Employee Turnover Intention Through Servant Leadership in The Restaurant Context: A Mediation Study of Affective Organizational Commitment.” International Journal of Hospitality & Tourism Administration 19, no.2 (2018): 125–141
• Jiang, W., Wang, L., Chu, Z., and Zheng, C. “Does Leader Turnover Intention Hinder Team Innovation Performance? The Roles of Leader Self-Sacrificial Behavior and Empathic Concern.” Journal of Business Research 104, (2019): 261-270.
• Joo, B. B. and Park, S. “Career Satisfaction, Organizational Commitment, and Turnover Intention: The Effects of Goal Orientation, Organizational Learning Culture and Developmental Feedback.” Leadership & Organization Development Journal 31, no.6 (2010): 482- 500.
• Kim, S., Tam, L., Kim, J.-N. and Rhee, Y. “Determinants of Employee Turnover Intention: Understanding the Roles of Organizational Justice, Supervisory Justice, Authoritarian Organizational Culture and Organization-Employee Relationship Quality.” Corporate Communications: An International Journal 22, no.3 (2017): 308-328.
• Kim, S. “Factors Affecting State Government Information Technology Employee Turnover Intentions.” The American Review of Public Administration 35, (2005): 137-156.
• Kristof, A. L. “Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications.” Personnel Psychology 49, no.1 (1996): 1-49.
• Lambert, E. G., Lynne Hogan, N. and Barton, S. M. “The Impact of Job Satisfaction on Turnover Intent: A Test of a Structural Measurement Model Using A National Sample of Workers.” Social Science Journal 38, no.2 (2001): 233-250.
• Li, J. J., W. G. Kim, and X. R. Zhao “Multilevel Model of Management Support and Casino Employee Turnover Intention.” Tourism Management 59, (2017): 193-204.
• Liao, H., Chuang, A., and Joshi, A. “Perceived Deep-Level Dissimilarity: Personality Antecedents and Impact on Overall Job Attitude, Helping, Work Withdrawal, and Turnover.” Organizational Behavior and Human Decision Processes 106, no. 2 (2008): 106-124.
• Lin, C. P. and Liu, M. L. “Examining the Effects of Corporate Social Responsibility and Ethical Leadership on Turnover Intention.” Personnel Review 46, no.3 (2017): 526-550.
• Loughlin, C. and Barling, J. Young “Worker’s Work Values, Attitudes, And Behaviors.” Journal of Occupational and Organizational Psychology 74, no.4 (2001): 543–558
• Lu, C. S. and Lin, C. C. “The Effects of Ethical Leadership and Ethical Climate on Employee Ethical Behavior in The International Port Context.” Journal of Business Ethics 124, no.2 (2014): 209-223.
• Mahsud, R., Yukl, G., and Prussia, G. “Leader Empathy, Ethical Leadership, And Relations‐Oriented Behaviors as Antecedents of Leader‐Member Exchange Quality.” Journal of Managerial Psychology 25, no.6 (2010): 561-577.
• Martha C. A., Baker, T. and Hunt, T. G. “Values and Person‐Organization Fit: Does Moral Intensity Strengthen Outcomes?” Leadership & Organization Development Journal 32, no.1 (2011): 5-19.
• Mayer, D. M., Aquino, K., Greenbaum, R. L., and Kuenzi, M. “Who Displays Ethical Leadership, And Why Does It Matter? An Examination of Antecedents and Consequences of Ethical Leadership.” Academy of Management Journal 55, no.1 (2012): 151-171.
• Mobley, W. H., Horner, S. O. and Hollingsworth, A. T. “An Evaluation of Precursors of Hospital Employee Turnover.” Journal of Applied Psychology 63, no. 4 (1978): 408.
• Morris, J. A., Brotheridge, G. M., and Urhanski, J. G. “Bringing Humility to Leadership: Antecedents and Consequences of Leader Humility.” Human Relations 58, no.10 (2005): 1323-1350.
• Mossholder, K. W., Settoon, R. P. and Henagan, S. C. “A Relational Perspective on Turnover: Examining Structural, Attitudinal, And Behavioral Predictors.” Academy of Management Journal 48, no.4 (2005): 607-618.
• Nejati, M., Brown, M. E., Shafaei, A., and Seet, P. S. “Employees’ Perceptions of Corporate Social Responsibility and Ethical Leadership: Are They Uniquely Related to Turnover Intention?” Social Responsibility Journal 17, no.2 (2020): 181-197.
• Northouse, P. G. Leadership: Theory and Practice (7th ed.). (Thousand Oaks, CA: Sage, 2016).
• Ochs, E. and Kremer-Sadlik, T. “Introduction: Morality as Family Practice.” Discourse & Society 18, no.1 (2007): 5–10.
• O'Connell, M. and Kung, M. C. “The Cost of Employee Turnover.” Industrial Management 49, no.1 (2007).
• Ongori, H. “A Review of the Literature on Employee Turnover.” African Journal of Business Management, (2007): 49-54.
• O'Reilly, C., Chatman, J. and Caldwell, D. F. “People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit.” Academy of Management Journal 34, (1991): 487-516.
• Pitts, D., Marvel, J., and Fernandez, S. “So Hard to Say Goodbye? Turnover Intention Among US Federal Employees.” Public Administration Review 71, (2011): 751-760.
• Porter, L. W. and Steers, R. M. “Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism.” Psychological Bulletin 80, no.2 (1973): 151- 176.
• Rappaport, J. “In Praise of Paradox: A Social Policy of Empowerment over Prevention.” American Journal of Community Psychology 9, no.1 (1981): 1–2.
• Rhodes, C. and Badham, R. “Ethical Irony and The Relational Leader: Grappling with the Infinity of Ethics and The Finitude of Practice.” Business Ethics Quarterly 28, no. 1 (2018): 71 - 98
• Rosch, P. J. “The Quandary of Job Stress Compensation.” Health and Stress 3, (2001): 1–4.
• Saeed, I., Waseem, M., Sikander, S. and Rizwan, M. “The Relationship of Turnover Intention with Job Satisfaction, Job Performance, Leader Member Exchange, Emotional Intelligence and Organizational Commitment.” International Journal of Learning and Development 4, no.2 (2014): 242-256.
• Schminke, M., Ambrose, M. L. and Neubaum, D. O. “The Effect of Leader Moral Development on Ethical Climate and Employee Attitudes.” Organizational Behavior and Human Decision Processes 97, no.2 (2005): 135-151.
• Schwepker Jr, C. H. “Ethical Climate's Relationship to Job Satisfaction, Organizational Commitment, And Turnover Intention in The Salesforce.” Journal of Business Research 54, no.1 (2001): 39-52.
• Shafique, I., N Kalyar, M. and Ahmad, B. “The Nexus of Ethical Leadership, Job Performance, And Turnover Intention: The Mediating Role of Job Satisfaction.” Interdisciplinary Description of Complex Systems: INDECS 16, no.1 (2018): 71-87.
• Shareef, R. A. and Atan, T. “The Influence of Ethical Leadership on Academic Employees’ Organizational Citizenship Behavior and Turnover Intention: Mediating Role of Intrinsic Motivation.” Management Decision 57, no.3 (2019): 583-605.
• Staw, B. M. “The Consequences of Turnover.” Journal of Occupational Behavior 1, (1980): 253-273.
• Suifan, T. S., Diab, H., Alhyari, S. and Sweis, R. J. “Does Ethical Leadership Reduce Turnover Intention? The Mediating Effects of Psychological Empowerment and Organizational Identification.” Journal of Human Behavior in the Social Environment 30, no.4 (2020): 410-428.
• Tang, G., Cai, Z., Liu, Z., Zhu, H., Yang, X. and Li, J. “The Importance of Ethical Leadership in Employees’ Value Congruence and Turnover.” Cornell Hospitality Quarterly 56, no.4 (2015): 397-410.
• Tett, R. P. and Meyer, J. P. “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐Analytic Findings.” Personnel Psychology 46, no.2 (1993): 259-293.
• Treviño, L. K., Butterfield, K. and McCabe, D. “The Ethical Context in Organizations: Influences on Employee Attitudes and Behaviors.” Business Ethics Quarterly 8, no.3 (1998): 447-476.
• Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K. and Christensen, A. L. “Linking Ethical Leadership to Employee Performance: The Roles of Leader–Member Exchange, Self-Efficacy, And Organizational Identification.” Organizational Behavior and Human Decision Processes 115, no. 2 (2011): 204-213.
• Yin-Fah, B. C., Foon, Y. S., Chee-Leong, L. and Osman, S. “An Exploratory Study on Turnover Intention Among Private Sector Employees.” International Journal of Business and Management 5, no.8 (2010): 57.
• Yukl, G., Mahsud, R., Hassan, S. and Prussia, G. E. “An Improved Measure of Ethical Leadership.” Journal of Leadership & Organizational Studies 20, no.1 (2013): 38–48.
• Zhang, Z., Wang, M. and Shi, J. Q. “Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange.” Academy of Management Journal 55, no.1 (2012): 111-130.