윤리적 리더십이 외국인 근로자의 이직 의도에 미치는 영향 연구: 직무만족의 매개효과를 중심으로

PurposeThe 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/approachData 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.FindingsConcerning 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/implicationsThe 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/valueThe 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.

The retail industry faces significant challenges in terms of employee turnover, particularly at Indomaret. The main objective of this study is to examine the potential impact of gender equality and job stress on turnover intention employee Indomaret, both directly and through mediation by job satisfaction. A high employee turnover rate is a sign of problems in management. Data were collected through a questionnaire distributed via Google Forms, with 120 respondents. Structural Equation Modeling (SEM) and Partial Least Squares (PLS) were used as data measurement methods, utilizing the SmartPLS 3 application. The research analysis findings were determined at a significance level of 0.05, indicating that gender equality negatively impacts turnover intention but positively affects job satisfaction. On the other hand, job stress significantly affects turnover intention and decreases employee job satisfaction. Additionally, gender equality and job stress significantly impact turnover intention, mediated by job satisfaction. This research is expected to contribute by providing information, additional insights, and better literature related to factors that can influence the Indomaret company in Pontianak City and practical implications for human resource management. Additionally, expected to serve as a consideration for the company to take steps to improve job satisfaction and reduce turnover intention.

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

Background: Psychological capital (PsyCap) is a positive and developable psychological state comprising the four resources of hope, efficacy, resilience, and optimism (Luthans, Youssef & Avolio 2007). PsyCap has been positioned as an important source of competitive advantage for the organisations. Since the introduction of the PsyCap concept almost 15 years ago, research from across the world has consistently demonstrated that PsyCap is positively related to a variety of desirable employee attitudes and behaviours (e.g. job performance, job satisfaction, work engagement, and organisational commitment), and negatively related to undesirable employee attitudes and behaviours (e.g. burnout, turnover intentions, job stress, and employee deviance behaviours). However, while extant PsyCap research has provided a solid understanding of the relationships between PsyCap and employee outcomes, substantially less is known about the antecedents of PsyCap and the factors that moderate its relationship with its important outcomes and antecedents. Aims: This thesis was designed to contribute to developing a more fine-grained understanding of the nomological network of PsyCap, by investigating potential antecedent and moderator variables that influence PsyCap and its relationship with employee outcome variables. Specifically, the aim was to identify significant antecedents of PsyCap and moderators of PsyCap’s relationships, including leadership, culture, and industry-related variables from across extant research via a meta-analysis. Moreover, an additional study allowed an investigation of the influence of other antecedent and moderator variables, including ethical leadership and length of the leader-follower relationship, on PsyCap and its association with a range of employee attitude variables. Method: The first study was a meta-analysis of the extant PsyCap research drawing on 143 studies (150 independent samples, N=56608) to investigate significant antecedents, moderators, and outcomes pertinent to PsyCap (Chapter 4). The second study leveraged the findings from the meta-analysis to investigate the role of ethical leadership and PsyCap in predicting a range of desirable and undesirable employee attitudes (Chapter 5). Specifically, this study of 269 fulltime employees used a regression-based analysis technique to examine a moderated-mediation model of PsyCap. Results: The meta-analysis confirmed previous findings by demonstrating that PsyCap is an important resource that is positively associated with desirable employee outcomes (e.g. work engagement), and negatively related to undesirable employee outcomes (e.g. burnout) (Chapter 4). Furthermore, the results of the meta-analysis identified culture and industry as significant moderators in relationships between PsyCap and some outcome variables (i.e. self-reported performance and employee burnout), while authentic leadership was found to be a significant antecedent of PsyCap (Chapter 4). Moreover, the results of the second study (study 5) showed that ethical leadership positively influences desirable employee attitudes and act as a buffer against undesirable employee attitudes via its influence on PsyCap (Chapter 5). Importantly, it was also found that the length of the leader-follower relationship significantly moderates the relationship between ethical leadership and desirable employee attitudes. Conclusion: PsyCap has been positioned as a developable resource that is positively associated with desirable employee attitudes and behaviours, and negatively associated with undesirable employee attitudes and behaviours. Despite this, little is known about the antecedents of PsyCap and moderators of the relationships between PsyCap and both antecedent and outcome variables. Consequently, this thesis aimed to further develop understanding of the nomological network of PsyCap by investigating the antecedents of PsyCap and moderators of the relationships between PsyCap and other variables via two novel studies. The findings from this research highlighted that leadership styles, specifically ethical and authentic leadership styles, are important antecedents of employee PsyCap, which in turn, influence a range of important employee variables. As such, these findings emphasise the importance of recruiting and developing leaders who are ethical and authentic in order to maximise the benefits of PsyCap in terms of enhanced employee performance and functioning. Furthermore, beyond the role of PsyCap in predicting desirable and undesirable employee outcomes, the results of the meta-analysis provided further support regarding the potential moderating role of sample origin and industry type in the relationship between PsyCap and both desirable and undesirable employee outcomes. This is important especially for designing future PsyCap intervention programs. Similarly, the results of the empirical study showed that PsyCap can transmit and enhance the effect of ethical leadership on employee attitudes. Furthermore, the length of the leaderfollower relationship was found to strengthen the relationship between ethical leadership, PsyCap, and desirable employee attitudes. This provided further support regarding the necessity to adopt ethical approaches in managing today’s organisations.

The purpose of this study is to suggest implications for human resource management of hotel organization by analyzing the relationship between abusive supervision of superiors and organizational commitment, counterproductive task behavior, and turnover intention. In order to achieve the purpose of this study, a survey was conducted on employees working at the hotel, and a total of 266 copies were used for the final analysis. Moreover, statistical analysis was conducted using SPSS v.23 and AMOS v.23 programs for the frequency analysis to understand the demographic characteristics of respondents, validity and reliability analysis of measurement tools, and path analysis for hypothesis verification. The results of the study are as follows. First, second, it was analyzed that the impersonal supervision of the supervisor had a positive effect on counterproductive work behavior and turnover intention. Third, it was found that the impersonal supervision of the supervisor had a negative effect on organization al commitment. Fourth and fifth, organizational commitment was found to have a negative effect on counterproductive work behavior and turnover intention. With all these findings, we established that all hypotheses are found to be supported. Sixth, the mediating effect of organizational commitment between impersonal supervision and counterproductive work behavior was confirmed. Finally, the mediating effect of organizational commitment between impersonal supervision and turnover intention was confirmed. Based on these research results, in this study, we presented strategic implications for human resource management and organizational management of hotel companies.

This study aims to explain the effect of Diversity, Turnover Intention and Job Satisfaction on the Development of Potential Apparatus of Bintan Buyu Village, Bintan Regency. The study population was the Village apparatus in Bintan Regency, Riau Islands Province. The number of samples were 73 Village Apparatuses in Bintan Buyu Subdistrict, Bintan Regency consisting of 6 Villages, namely Tembeling Tanjung Village, Tembeling Village, Bintan Buyu Village, Penaga Village, Pengujan Village and Pangkil Village. For the efficiency and effectiveness of the research, the Village Apparatus in Pangkil Village is not included in the data because of access to Pangkil Village by sea. This type of research is quantitative research. The validity and reliability tests were performed on the questionnaire. Data were tested through the Classical Assumption Test, namely the Data Normality Test, the Data Multicollinearity Test and the Data Heteroscedasticity Test. Data were analyzed using multiple linear regression analysis, including t test, F test and the coefficient of determination. The results showed that the Diversity (X1) and Job Satisfaction (X3) variables partially had a significant effect on Potential Development, while the Turnover Intention variable (X2) partially had no significant effect on the Potential Development variable (Y). F test results obtained calculated F value of 53,548 with F value of table 2.74 to identify that the variable Diversity, Turnover Intention and Job Satisfaction simultaneously influence the Potential Development variable (Y). Based on the coefficient of determination test, about 70% of the Potential Development variable is influenced by the Diversity, Turnover Intention and Job Satisfaction variables. And 30% is influenced by other factors not explained in this study.

Introduction: This paper investigates the complex links between ethical leadership practices, employee occupational stress, well-being, and turnover intentions in India's hotel business. This research draws on theoretical frameworks to investigate how job demands, work-family spillovers, and individual personality factors influence employee well-being and turnover intentions. Prioritising outcomes such as emotional well-being and turnover intentions provides a more comprehensive view of the elements that influence employee satisfaction and retention. The study's comprehensive methodology seeks to bring insight on how hospitality organisations may better assist their personnel, resulting in a healthier and more sustainable workplace. Objectives: This study assesses how ethical leadership affects employee turnover intentions in India's hospitality sector. It focuses on the mediating effect of occupational stress and well-being and the moderating effect of work-life balance. Methods: This study collected data using a survey of frontline employees from 18 hospitality firms. The study analyzed 283 respondents' data to test the set hypothesis. A moderated mediation model was assessed using PROCESS macro for SPSS to test the assumed relationships. Results: The results display that ethical leadership reduces turnover intentions through its positive impact on employee well-being and its support to mitigate occupational stress. Work-life balance strengthens these effects, highlighting its critical moderating role. Conclusions: Using the principles of the Job Demands-Resources model and Conservation of Resources theory as central to this study, this study assesses how ethical leadership affects employee-related concerns, such as turnover intentions, stress, and well-being. This study promotes ethical leadership practices and implementation of policies supporting work-life balance to improve employee well-being, moderate turnover, and increase organizational outcomes in the hospitality sector.

Nurse burnout and low job satisfaction are main reasons that cause nurses to leave their current position. Improving the nursing work environment may reduce the severity of job burnout and of job dissatisfaction and thus decrease the turnover intention of nursing staff. The aim of this study was to explore the correlation between the nursing work environment and the outcome variables of burnout, job satisfaction, and turnover intention in the western region of Mainland China. This is a cross-sectional descriptive study. Survey data were collected between February and December 2012 from 1,112 clinical nurses working at 83 medical, surgical, and intensive care units in 20 hospitals across the western region of Mainland China. Multistage sampling was conducted on some of the participants. The research instruments that were used included the Practice Environment Scale of the Nursing Work Index, Maslach Burnout Inventory, Nurse Job Satisfaction Scale, and the self-developed basic information and turnover intention questionnaire. Statistical analysis was performed using the Statistical Package for the Social Sciences (SPSS) version 19.0. The level of statistical significance was set at p<.05. Among the five dimensions of the nursing work environment, collegial nurse-physician relations earned the most favorable mean scores (3.57±0.68; total=4 points), whereas adequacy of staffing and resources earned the lowest (3.21±0.82). Over half of the participants (58.4%) reported experiencing a high level of emotional exhaustion (EE) burnout, 45.2% reported experiencing a high level of depersonalization (DP) burnout, and 24.6% reported experiencing a high level of personal accomplishment (PA) burnout. About 59% of the participants were satisfied with their work and 3.8% reported intention to leave. Participants in self-reported "favorable" work environments were less likely to report high burnout, less likely to report intention to leave, and more likely to report job satisfaction than their peers in self-reported "poor" work environments. The odds ratio (OR) values were 0.64 (EE), 0.66 (DP), 0.57 (PA), 0.19, and 2.26. The results of the present study support that the nursing work environment affects nurse burnout, job satisfaction, and turnover intention. Therefore, nursing managers should work to improve nursing work environments in order to reduce the turnover intent among their nursing staff.

The purpose of this study is to know and test to determine the effect of job satisfaction on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. To know the influence of organizational commitment to Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. To know the effect of workload on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Sekintang Denpasar Gajah Mada Unit and To know the influence of organizational commitment, job satisfaction and workload simultaneously (together) to Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at PT. Bank Rakyat Indonesia (Persero) TBK unit sekima Denpasar Gajah Mada as many as 85 people. The method of selecting the sample of this study using a saturated sample. Analysis technique used in this research is Regression Analysis. The results showed that job satisfaction has no significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Sekjian Unit Denpasar Gajah Mada Denpasar, this can be seen from the significance of t-count for the variable Job satisfaction (X1) 0.660> 0.05. Organizational commitment has a positive and significant impact on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar. Significance t-count for organizational commitment variable (X2) 0.017 <0.05 Workload has a positive and significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar. Significance of t-count for the variable Work load (X3) 0.007 <0.05, Job satisfaction, organizational commitment, and workload simultaneously (together) have a positive and significant effect on Turnover Intention at PT. Bank Rakyat Indonesia (Persero) Tbk Unit Sekanca Denpasar Gajah Mada Denpasar.

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.

This study aims to analyze the Effect of Financial and Non-Financial Compensation on Turnover Intention Levels in Generation Z Employees. Generation Z, known for its unique characteristics such as preference for work flexibility, technology, and work-life balance, shows a relatively high level of turnover intention compared to previous generations. Compensation is one of the important factors that can influence employees' decisions to stay or leave a company. This research method uses a quantitative approach with data collection techniques using questionnaires distributed to 50 Generation Z employees. Data were analyzed using classical analysis tests and multiple linear regression to determine the effect of compensation on turnover intention. The results showed that compensation had a significant effect on turnover intention, which means that the higher the level of compensation received, the lower the employee's desire to leave the company (Turnover Intention). These findings provide implications for human resource management to design a competitive compensation strategy that is in accordance with Generation Z's expectations in order to reduce turnover intention levels.

Research related to "Analysis of the Effect of Job Satisfaction on Turnover Intentions in Teaching Staff at SMA Mekarwangi Lembang". In the S1 Management study program of Digital Technology University.The purpose of this study is to obtain appropriate, trustworthy, and reliable knowledge about the effect of job satisfaction on turnover intentions in teaching staff at SMA Mekarwangi Lembang.This research uses qualitative methods. The result is that job satisfaction positively and significantly affects turnover intentions. That is, the lower the level of job satisfaction obtained, the higher the turnover intention. The conclusion of this study is that there is a significant positive influence between job satisfaction variables and turnover intention variables. This means that the lower the job satisfaction received by the teaching staff and employees at SMA Mekarwangi Lembang, the higher the level of turnover intention from the teaching staff and employees.

This study aims to determine the effect of Job Satisfaction, Job Stress and Organizational Commitment on Turnover Intention at Head Office PT. Thamrin Brothers Palembang. In this study a total population of 145 people. Based on the calculation formula Slovin, the number of samples obtained in this study as many as 60 people. The samples in this study using Accidental Sampling.From these results simultaneously variable Job Satisfaction, Job Stress and Organizational Commitment jointly affect the Turnover Intention, it can be seen from the Test sig F F where the value of 0.000 <α (0.05). Working in partial satisfaction has a negative and significant effect on Turnover Intention indicated by coefficient - 0,156 and sig t of 0.002 <α (0.05). Variables Job Stress has positive and significant influence on Turnover Intention indicated by the coefficient of 0.161 and sig t of 0.000 <α (0.05) and Organizational Commitment variable has a significant negative influence and partially on Turnover Intention indicated by value coefficient - 0.143 and sig t 0,001 <α (0.05). The correlation coefficient of 0.748 means indicates a very strong relationship and significant. To find out how much influence can be seen from the value of determination R Square of 0, 559. Turnover Intention Variables can be explained or there are significant variables Job Satisfaction, Job Stress and Organizational Commitment, while the rest influenced by other factors not examined. Implementation is an effort to increase job satisfaction, such as giving the opportunity of employees to use their skills and abilities, providing appropriate salary, increase incentives, leaders apply the appropriate style of leadership, maintaining a good relationship between co-workers, and provide promotion policy against employees who achievement. Attempts to lower the Job Stress, such as reducing the workload, providing a longer working time according their work, improve feedback and give authority over the responsibilities of the job. Efforts to improve the Organization's commitment, as is involving employees in the organization, to convince employees to survive, fulfill obligations to the organization's employees. Keywords : Job Satisfaction, Stress Work, Organizational Commitment, Turnover Intention

The increased turnover intention of employees has always been a dilemma for organizations. This is not only affecting the working standards of institutions but is also depriving them of thequalified and talented workforce. Turnover intention can be represented as the movement of a person from an institution across its membership boundary. Talented, highly qualified and satisfied academicians are required for the prosperity of any higher education institution. If the academicians are not motivated and satisfied with the job, the working standards in the educational institutions will fall and due objectives won’t be accomplished. Ethical leadership assumes a fundamental part of decreasing turnover intentions among employees. The aim of this study is to investigate the effect of ethical leadership on employee turnover intentions through the lens of pro-social rule breaking in private sector higher education institutions of Pakistan. Correlation and regression were employed in order to test the model where survey responses were gathered from 240 academicians employed in four private sector universities of Pakistan. Results showed that there exists a negative relationship between ethical leadership and employee turnover intention and pro-social rule breaking. Furthermore, pro-social rule breaking has a positive relationship with employee turnover intention. The results of regression analysis showed that pro-social rule breaking acts as a partial mediator between ethical leadership and employee turnover intentions. Expanding on current theoretical knowledge, this study makes a significant contribution to leadership literature suggesting that firms should implement ethical leadership practices that support in reducing employee turnover intentions.

Background and purpose: Shortage of nurses and turnover (or leaving occupation) among them have created big problems in view of giving services to patients, care quality, and treatment expenses. The factors effective of nurses' turnover have significant effects on organizational performance. One of the important prerequisites for nurses' turnover intention is leadership and job stress. Ethical leadership provides commitment and loyalty in personnel and as a result they will have no serious decision to leave their organizations. The present study was aimed to understand the effects of ethical leadership on nurses' turnover intention. Job stress was examined as a moderating variable between ethical leadership and turnover intention. The results of this study indicated that there was a negative, significant association between ethical leadership and turnover intention, and a positive, significant association between job stress and turnover intention. Furthermore, between ethical leadership and job stress, there was a negative, significant association.