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 .
This research aims to examine the effects of Effort-Reward Imbalance on work engagement among women engineers in Malaysia. In this study we review the Effort-Reward Imbalance (ERI) model as the psychosocial work environment that consisted of three distinct dimensions, namely effort, reward and over-commitment. In this study, a total of 300 questionnaires were distributed to women engineers, but only 250 questionnaires have been completed by the respondents. The data were analyzed using correlation and multiple regression through SPSS version 22. The findings showed that all the three dimensions of ERI model (i.e. effort, rewards, and over commitment) are related to work engagement among women engineers. This study indicated that reward is the most dominant influence work engagement among women engineers. This paper discusses the implication of this study in the context of literature and suggests strategies to improve workplace engagement.
This study examines the impact of work stress, workload, job attitudes, and deviant workplace behaviour on nurses in the Khyber Pakhtunkhwa region of Pakistan. A survey was conducted among 300 nurses working in public and private hospitals, and the data was analysed using structural equation modelling. The results indicate that work stress and workload have a significant positive effect on deviant workplace behaviour, while job attitudes have a significant negative effect. The study also found that job attitudes mediate the relationship between work stress and deviant workplace behaviour. The findings suggest that healthcare organizations should focus on reducing work stress and workload and promoting positive job attitudes to prevent deviant workplace behaviour among nurses. Policymakers should also consider implementing policies and programs to support nurses' mental health and wellbeing.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.