Wuhan Institute of Development Strategy, Wuhan 430070, China.
School of Management, Wuhan University of Technology, Wuhan 430070, China.
Int J Environ Res Public Health. 2022 Jul 22;19(15):8939. doi: 10.3390/ijerph19158939.
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.
员工流失对组织来说既昂贵又具有破坏性。研究已经表明，员工流失的经济成本巨大，高达现有员工工资的 90%到 200%。随着员工流失率的增加，企业的社会结构可能会被打乱。此外，员工流失率增加的组织可能会失去无形的知识和技能、运营效率、客户满意度以及产品或服务质量。在医疗保健背景下，员工流失率的增加比其他行业带来的后果更严重，因为全球医疗保健行业已经被认为是一个面临资源短缺的行业。更糟糕的是，目前的证据表明，全球医疗保健行业的员工流失率一直在上升。文献表明，道德领导力风格可能会降低员工离开组织的可能性。然而，这种文献在医疗保健领域相对较少，特别是在全球南方这样的发展中经济体中，这些国家比全球北方更缺乏资源。为了填补这一知识空白，本研究调查了道德领导力风格与全球南方医疗保健背景下的离职意愿之间的关系。本研究还测试了内在动机和心理契约履行在上述关系中的中介作用。此外，还测试了恢复力的条件间接效应。数据是通过自填式问卷从医院员工那里收集的。通过结构方程模型测试假设关系。实证证据表明，道德领导力显著降低了员工的离职意愿。研究结果进一步证实了内在动机、心理契约履行和恢复力的中介和调节作用。这些结果对医疗保健行业具有不同的理论和实践意义。结果特别强调了医院中道德领导者在应对全球范围内日益上升的离职挑战方面的作用。
