Examining the effects of corporate social responsibility and ethical leadership on turnover intention

Abstract

Purpose The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout. Design/methodology/approach A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis. Findings The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy. Research limitations/implications This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study. Practical implications The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention. Originality/value This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.

Social Responsibility toward the Employees and Career Development Sustainability during Manufacturing Transformation in China

“…This is astonishing, since talent attraction, employee loyalty, and employee productivity can lead to a company's competitive advantages. Albeit scholars have shown greater interest in the individual-level (or employees) CSR literature [7,21], most articles are concerned with the effects of CSR perceptions on employee outcomes such as employee motivation [22], employee engagement [23,24], and employee turnover intention [25]. Employees create value for enterprises; thus, enterprises must perform social responsibility for employees [9,26].…”

Etik Liderlik ve Materyalist Eğilimlerin Otel Çalışanlarının Kurumsal Sosyal Sorumluluk Algısına Etkisi: Alanya Örneği

“…Literatürde etik liderlik davranışlarının SS ve KSS algısına pozitif yönde etki ettiğini belirten çalışmalar bulunmaktadır (Lin ve Liu, 2017;Brammer ve arkadaşları, 2007;Lawton ve Paez, 2014;De Roeck ve Farooq, 2018 Giacalone ve Thompson (2006) ise işletmeyi temele alan dünya görüşüne göre materyalist düşüncenin ve kişisel çıkarların karar alma süreçlerine dahil edilmesinin uygun olduğunu belirtmektedir. Dolayısıyla literatüre göre materyalist eğilim algısının KSS algısına pozitif ve negatif etkileri olduğu belirtilebilir.…”

Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

“…Recently, [4,20] found that turnover intention has positive relationship with job stress. Researchers also suggested that inadequate information about the roles and responsibility, unclear expectation of co-worker and top management, extensive job pressure and high of role ambiguity will leads to low employees' belongingness.…”

“…If the employee is engaged with their work, they have the tendency to have good responses such as elated, fun and excited towards their work, resulting less or far away to have turnover intention. In prior study done by [20] have indicated that when employee have lacking amount of the resources, they probably allocate themselves to work with mental resilience and psychological resources such as energy and mental effort, thus decreasing their retention effort. Further, they also found that turnover intention has negative relationship with work engagement.…”

“…The linkages between job stress, work engagement, job satisfaction, organizational commitment and turnover intention has been confirmed by several researchers. For instance, [4,20,29] stressed that employee whom experienced stress related to job will result increase the intention to leave the organization. In addition, [11,36,38] found that employees are unlikely will engage to their current work thus actively starting to look another alternative job opportunity to reinstate such emotions such as decision that affect their turnover intention.…”