Ethical Leadership Effect Trust in Leader, Work Engagement and Burnout Over Turnover Intension

Dany Prastio, Rhian Indradewa, Tantri Yanuar Rahmat Syah

Abstract


This study aims to analyze the effect of ethical leadership on trust in leader, to analyze the influence of trust in leader on work engagement, to analyze effect of work engagement on turnover intension, to analyze the influence of ethical leadership on burnout and to analyze the influence of burnout on turnover intension of ICT employees. The population used in this study are all distributors or other business companies that are employees of ICT Company which number 375 employees. While the sample of this study was 30 respondents who were considered to have adequately represented the population studied. The sampling technique uses the Convenience Sampling method, which is a sampling method based on the convenience factor where the respondents happened to meet with the research at the survey location. The analytical model used in this study is descriptive analysis and analysis of Structural Equation Modeling with the Lisrel Program. The results of the study found that found that: 1) Trust in leaders is influenced by ethical leadership. The better and higher the ethical leadership, the better the trust in leader. 2) Work engagement is not influenced by employee's trust in leaders. This might occur in the ICT industry, where there are other factors that can affect employee's work engagement. 3) Turnover intention is not influenced by work engagement. If the value of work engagement is high, the less likely the employee will be to leave the company. 4) Ethical
leadership is negatively related to burnout. If the ethical leadership value is low, then the higher the burnout. 5) Turnover intension is influenced by
burnout. This shows that the higher the burnout, the higher the likelihood that employees will leave the company

Keywords


Ethical Leadership, Trust in Leader, Work Engagement, Burnout, Turnover Intension

Full Text:

PDF

References


. Jones, Eli, Lawrence Chonko, Deva Rangarajan, and James Roberts. (2007). “The Role of Overload on Job Attitudes, Turnover Intentions, and Salesperson Performance.” Journal of Business Research 60(7): 663–71.

. Elçi, Meral, Hakan Kitapçi, and Alper Ertürk. (2007). “Effects of Quality Culture and Corporate Ethical Values on Employee Work Attitudes and Job Performance in Turkey: An Integrative Approach.” Total Quality Management and Business Excellence 18(3): 285–302.

. Roth, Patricia G, and Philip L Roth. (1995). “Reduce Turnover with Realistic Job Previews.” CPA Journal 65(9): 68. http://search.ebscohost.

com/login.aspx?direct=true&db=buh&AN=9510026107&site=ehost-live

. Zimmerman, Ryan D., and Todd C. Darnold. (2009). “The Impact of Job Performance on Employee Turnover Intentions and the Voluntary Turnover Process: A Meta-Analysis and Path Model.” Personnel Review 38(2): 142–58.

. Lockwood, Nancy R. (2003). “Work/Life Balance: Challenges and Solutions for Human Resource Management.” Challenges and Solutions for Human Resource Management: 1–10.

. Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87, 611–628. https://doi.org/fvw2m3.

. Xiaojun, L., & Guy, M. E. (2014). How emotional labor and ethical leadership affect job engagement for Chinese public servants. Public Personnel Management, 43(1), 3-24.

. Trevino, L. K., & Brown, M. E. (2004). Managing to be ethical: Debunking five business ethics myths. The Academy of Management Executive, 18(2), 69-81.

. Lin, Chieh Peng, and Min Ling Liu. (2017). “Examining the Effects of Corporate Social Responsibility and Ethical Leadership on Turnover Intention.” Personnel Review 46(3): 526–50.

. Brown, Michael E., Linda K. Treviño, and David A. Harrison. (2005). “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing.” Organizational Behavior and Human Decision Processes 97(2): 117–34.

. Hansen, S., Alge, B., Brown, M., Jackson, C., & Dunford, B. (2013). Ethical leadership: assessing the value of a multifoci social exchange perspective. Journal of Business Ethics, 115(3), 435-449.

. Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of Management Review, 32, 344–354. https://doi.org/bwcntq.

. Gillespie, N. (2003). Measuring trust in working relationships: The behavioral trust inventory. Paper presented at the Academy of Management Conference, Seattle, WA.

. Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A crossdiscipline view of trust. Academy of Management Review, 23, 393–404. https://doi.org/ccr4xm.

. Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Quarterly, 17, 229–239. https://doi.org/cw72p5.

. Dietz, G., & Den Hartog, D. N. (2006). Measuring trust inside organisations. Personnel Review, 35, 557–588. https://doi.org/cnhtds.

. Schaufeli, W. B., and A. B. Bakker. (2004). “Utrecht Work Engagement Scale Preliminary Manual Version 1.1.” Occupational Health Psychology Unit Utrecht University (December): 1–60. http://scholar.google.com/scholar?hl=en&btnG=Search&q=intitle:Utrecht+work+engagement+scale#0.

. Islam, T., Ali, G. and Ahmed, I. (2018), “Protecting healthcare through organizational support to reduce turnover intention”, International Journal of Human Rights in Health Care, Vol. 11 No. 1, pp. 4-12.

. Islam, T. and Tariq, J. (2018), “Learning organizational environment and extra-role behaviors: the mediating role of employee engagement”, Journal of Management Development, Vol. 37 No. 3, pp. 258-270.

. França FM, Ferrari R, Ferrari DC, Alves ED. Burnout and labour aspects in the nursing teams at two medium-sized hospitals. Rev Latino-Am.

. Khamisa N, Oldenburg B, Peltzer K, Ilic D. Work related stress, burnout, job satisfaction and general health of nurses. Int J Environ Res Public Health [Internet]. (2015) [cited 2017 Feb 14];12(1):652-66. Available from: https://www.ncbi.nlm.nih.gov /pubmed/ 2724186.

. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. doi:10.1037/0021-9010.62.2.237.

. Ma, S., &Trigo, V. (2008). Winning the War for Managerial Talent in China: An Empirical Study. The Chinese Economy, 41(3), 34-57. doi:10.2753/ces1097-1475410303.

. Schaufeli, W.B., Bakker, A.B. and Salanova, M. (2006), “The measurement of work engagement with a short questionnaire”, Education and Psychological Measurement, Vol. 66 No. 4, pp. 701-716.


Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.


Supported by :







Indexed by :