Our findings confirm that ethical leadership and leader effectiveness negatively influences both work related stress and turnover intention. This implies that a type of leadership which is both ethical and effective at the same time helps reduce both stress and turnover. These findings and implications are mostly in line with the existing literature.
As far as to our knowledge, there exists no similar study in Turkey with a sample size of more than 1.000 including participants from nine industries. However, this study is also not without limitations. Depending on cross-sectional analysis is the main limitation of the study. Without the use of longitudinal studies, the relationships between stress and turnover intentions could not be understood properly. Future research on this topic should developed to be longitudinal. It is also possible to extend the theoretical model by including additional dependent variables such as organizational commitment, job performance, burnout, and absenteeism.
Our findings confirm that ethical leadership and leader effectiveness negatively influences both work related stress and turnover intention. This implies that a type of leadership which is both ethical and effective at the same time helps reduce both stress and turnover. These findings and implications are mostly in line with the existing literature.
As far as to our knowledge, there exists no similar study in Turkey with a sample size of more than 1.000 including participants from nine industries. However, this study is also not without limitations. Depending on cross-sectional analysis is the main limitation of the study. Without the use of longitudinal studies, the relationships between stress and turnover intentions could not be understood properly. Future research on this topic should developed to be longitudinal. It is also possible to extend the theoretical model by including additional dependent variables such as organizational commitment, job performance, burnout, and absenteeism.
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