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

Prediction and optimization of employee turnover intentions in enterprises based on unbalanced data

The sudden resignation of core employees often brings losses to companies in various aspects. Traditional employee turnover theory cannot analyze the unbalanced data of employees comprehensively, which leads the company to make wrong decisions. In the face the classification of unbalanced data, the traditional Support Vector Machine (SVM) suffers from insufficient decision plane offset and unbalanced support vector distribution, for which the Synthetic Minority Oversampling Technique (SMOTE) is introduced to improve the balance of generated data. Further, the Fuzzy C-mean (FCM) clustering is improved and combined with the SMOTE (IFCM-SMOTE-SVM) to new synthesized samples with higher accuracy, solving the drawback that the separation data synthesized by SMOTE is too random and easy to generate noisy data. The kernel function is combined with IFCM-SMOTE-SVM and transformed to a high-dimensional space for clustering sampling and classification, and the kernel space-based classification algorithm (KS-IFCM-SMOTE-SVM) is proposed, which improves the effectiveness of the generated data on SVM classification results. Finally, the generalization ability of KS-IFCM-SMOTE-SVM for different types of enterprise data is experimentally demonstrated, and it is verified that the proposed algorithm has stable and accurate performance. This study introduces the SMOTE and FCM clustering, and improves the SVM by combining the data transformation in the kernel space to achieve accurate classification of unbalanced data of employees, which helps enterprises to predict whether employees have the tendency to leave in advance.

The influence of high-quality workplace relational systems and mindfulness on employee work engagement at the time of crises

Workplace relational systems move the organizational processes therefore, the influence on employee work behavior is inevitable. Drawing on the relational systems and broaden & build theory, this study aimed to examine the impact of high-quality workplace relational systems and trait of mindfulness on employee work engagement. This study also posits that psychological capital mediates this relationship and negative affectivity plays a moderating role. Data was collected from 331 employees associated with the public and private sectors. PLS-SEM, Higher Component Modeling technique employed to analyze the data. Results showed a positive association between high-quality workplace relational systems and mindfulness with employee work engagement. Data also support the mediating role of psychological capital. This study contributes to understanding the internal mechanism of how workplace relational systems and mindfulness affect work engagement through mediating effect of psychological capital. The findings of this study showed that high-quality workplace relational systems and mindfulness are workplace factors that induce employees' work engagement. The present study advances the knowledge on the flourishment of the work environment. The findings of this study also contribute to further focusing research on the relational work environment in its response to employee behavioral dimension.

How social interaction can prevent interpersonal conflict from inducing turnover intentions and diminishing championing behaviour

Purpose

The purpose of this study is to draw from conservation of resources theory to examine how employees’ experience of resource-draining interpersonal conflict might diminish the likelihood that they engage in championing behaviour. Its specific focus is on the mediating effect of their motivation to leave the organization and the moderating effect of their peer-oriented social interaction in this connection.

Design/methodology/approach

The research hypotheses are empirically assessed with quantitative survey data gathered from 632 employees who work in a large Mexican-based pharmacy chain. The statistical analyses involved an application of the Process macro, which enabled concurrent estimations of the direct, mediating and moderating effects predicted by the proposed conceptual framework.

Findings

Emotion-based tensions in co-worker relationships decrease employees’ propensity to mobilize support for innovative ideas, because employees make plans to abandon their jobs. This mediating role of turnover intentions is mitigated when employees maintain close social relationships with their co-workers.

Practical implications

For organizational practitioners, this study identifies a core explanation (i.e. employees want to quit the company) for why frustrations with emotion-based quarrels can lead to a reluctance to promote novel ideas – ideas that otherwise could add to organizational effectiveness. It also highlights how this harmful process can be avoided if employees maintain good, informal relationships with their colleagues.

Originality/value

For organizational scholars, this study explicates why and when employees’ experience of interpersonal conflict translates into complacent work behaviours, in the form of tarnished idea championing. It also identifies informal peer relationships as critical contingency factors that disrupt this negative dynamic.

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

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.