International Journal of Organizational Leadership

Workplace Incivility (WPI) has recently become a dominant area of research as a predictor of employee behavior at work. WPI is a menace in the workplace that creates dissatisfied employees who spend most of their time on non-productive tasks. Based on a sample of 504 employees of public and private sector institutions in The Gambia and Ghana, this article examines the impact of workplace incivility on employee counterproductive work behavior through the mediating role of Turnover Intention (TI). Using structural equation modeling, the results indicate a strong relationship between workplace incivility and Counterproductive Work Behavior (CWB) as well as a partial mediating role of TI in the relationship between WPI and CWB. Furthermore, the independent sample t-test and multigroup analysis show a higher level of WPI, TI, and CWB in Ghana compared to The Gambia. These findings contribute to the under-researched area of WPI on the African continent. This study also adds value to the existing, but sparse, literature on workplace incivility and may also be used as a guide for public and private institutions in their pursuit of avoiding workplace incivility as well as knowing its effects on institutional productivity. Finally, this study is the first of its kind to look at the existence of WPI in both public and private institutions from The Gambia and Ghana making country comparisons as well as looking at the impact of WPI on the performance of employees hence its relevance to the literature.

Drawing on theory and research, the mediating roles of trust in leader and ethical climate on the relations between ethical leadership, organisational justice, and turnover intention are examined with structural equation modelling. Using 571 private and 535 public bank employees, it is found that turnover intention can be decreased by increasing trust in leader and ethical climate in the environment. In addition, the full mediations of trust in leader and ethical climate are supported in the relations between ethical leadership and turnover. However, trust in leader and ethical climate are found to have partial mediating effects between distributive justice and turnover and it is also found that procedural justice does not have an effect on turnover intention. Moreover, invariance tests have identified both model and structural invariance indicating equivalence across both private and public bank samples.

Although numerous researchers in the literature have tried to show that low levels of supervisory support contributing to job burnout and turnover, the moderating effects of supervisor support and subjective vitality on this interaction still keep unclarified. This paper examines the effect of burnout on turnover intention of 295 employees, who are employed in Turkish health sector. It is also aimed whether supervisor support and subjective vitality have moderating effects on job burnout-turnover intention relationship. The findings show that the two dimensions of burnout namely emotional exhaustion and depersonalization positively affects turnover intention. Moreover, the moderating effects of supervisor support and subjective vitality on the relationship between burnout (emotional exhaustion and depersonalization) and turnover intention are statistically significant. Specifically, the levels of subjective vitality and supervisor support increases, the burnout-turnover intention relationship gradually strengthens. Managerial applications and further research directions are provided.

The purpose of this study is to examine the impact of abusive supervision on turnover intention through future work self-salience and organization-based self-esteem. We further anticipated that OBSE would have a moderating influence on the association of AS and TOI.Data has been collected using questionnaire and servicing sector of Pakistan as the target population is considered important for this study. Research analysis indicated that FWSS had a partial intervening influence of the association between AS and TOI, whereas, OBSE had a moderating influence on the path of AS and TOI association. Although this study is going to identity the impact of abusive supervision on turnover intention through future work self-salience and organization-based self-esteem in Pakistani servicing sector but it lemmatizes the generalizability of studies at global level. This study contributes to identity the influence of Abusive behavior of supervisor on turnover intention through FWSS and OBSE. It was anticipated that FWSS which demonstrates the easiness of creation and precision of a person’s hope for work-based ID. Furthermore, it will contribute to modify the policy implications for organizational development through supervisory behavior development. 

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

The purpose of this paper is to study the mediation effect of leadership style on the relationship between employees’ personality types and turnover intention in the banks of Saudi Arabia. Data were collected using online questionnaires from 343 branch employees from two Saudi commercial banks operating in Riyadh City in Saudi Arabia. The obtained data was analyzed using structural equation modeling (AMOS) to test the hypotheses. It was found that high conscientiousness has an influence on decreasing turnover intention. Moreover, bank employees with high conscientiousness are less likely to perceive their leaders as transformational or transactional ones. Regarding to openness to experience, Saudi bank employees are less likely to perceive their leaders as passive or avoidant styles of leadership. The results of the study demonstrated that Saudi Arabian employees who score high in Neuroticism are more likely to perceive their banks leaders as either transformational or transactional ones. This research contributes to organizational behavior and leadership theory; it is considered as one of the first empirical studies within the Saudi context to investigate the mediating role of perceptions between leadership styles between personality traits and employees’ turnover intentions. It is also one of the first studies to examine the relationship between personality traits, leadership styles, and turnover intention in banking contexts. The findings have several important implications. For instance, this study documents both the direct and mediation effects of perceived  leadership styles on employees’ personality and their turnover intentions which will be helpful for the development of new studies on human resource management and cross-cultural management.