The Effect of Authentic Leadership and Job Insecurity on Turnover Intention:
A Quantitative Study of Indonesian Public Service Organizations
Keywords:
authentic leadership, job insecurity, public organisations, turnover intention
Abstract
This research aimed to determine the effect of authentic leadership and job insecurity on turnover intention. Turnover intention still becomes one of the issues in public service organisations. Despite the fact that Indonesian employees in public organizations are more stable than their business counterparts, many employees develop the intention to quit their job as public service providers. This study recruited 231 employees from public organisations in Indonesia (hospitals, schools, et cetera.), with 87 males (38%) and 144 females (62%). The participants' average age is 32.39 (SD = 13.37), they have 10 years of service (SD = 10.52), and the most recent education is a diploma and/or bachelor's degree (64%). Hierarchical multiple regression was used to analyse the data. The findings revealed that job insecurity affected turnover intention, while authentic leadership had no effect. According to the study's findings, employees of public organisations who feel comfortable at work are likelier to stay and have a low desire to quit. Therefore, public organisations must pay attention to factors that may lead to job insecurity for employees to survive.
References
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Cohen, G., Blake, R. S., & Goodman, D. (2016). Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as a Predictor of Actual Turnover Rate. Review of Public Personnel Administration, 36(3), 240–263. https://doi.org/10.1177/0734371X15581850
Daraba, D., Wirawan, H., Salam, R., & Faisal, M. (2021). Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance. Cogent Business and Management, 8(1). https://doi.org/10.1080/23311975.2021.1885573
De Cuyper, N., & De Witte, H. (2006). The impact of job insecurity and contract type on attitudes, well-being and behavioural reports: A psychological contract perspective. Journal of Occupational and Organizational Psychology, 79(3), 395–409. https://doi.org/10.1348/096317905X53660
Elçi, M., Şener, İ., Aksoy, S., & Alpkan, L. (2012). The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work Related Stress. Procedia - Social and Behavioral Sciences, 58, 289–297. https://doi.org/10.1016/j.sbspro.2012.09.1003
Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul. Procedia - Social and Behavioral Sciences, 207, 385–397. https://doi.org/10.1016/J.SBSPRO.2015.10.108
Galletta, M., Portoghese, I., Carta, M. G., D’Aloja, E., & Campagna, M. (2016). The Effect of Nurse-Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses. Research in Nursing and Health, 39(5), 375–385. https://doi.org/10.1002/nur.21733
Grissom, J. A., Viano, S. L., & Selin, J. L. (2016). Understanding Employee Turnover in the Public Sector: Insights from Research on Teacher Mobility. Public Administration Review, 76(2), 241–251. https://doi.org/10.1111/puar.12435
Gupta, M., Practice, M. S.-B. T. and, & 2017, undefined. (2017). Impact of work engagement on turnover intention: moderation by psychological capital in India. Journals.Vilniustech.Lt. https://doi.org/10.3846/btp.2017.014
Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism, and Hospitality Research, 14(1), 102–120. https://doi.org/10.1108/IJCTHR-05-2019-0094
Hartley, J., Sancino, A., Bennister, M., & Resodihardjo, S. L. (2019). Leadership for public value: Political astuteness as a conceptual link. Public Administration, 97(2), 239–249. https://doi.org/10.1111/padm.12597
Herrera, J., & De Las Heras-Rosas, C. (2021). The Organizational Commitment in the Company and Its Relationship With the Psychological Contract. Frontiers in Psychology, 11, 3978. https://doi.org/10.3389/FPSYG.2020.609211/BIBTEX
Huang, G.-H., Niu, X., Lee, C., & Ashford, A. J. (2012). Differentiating cognitive and affective job insecurity: Antecedents and outcomes. Journal of Organizational Behavior. https://doi.org/10.1002/job
Jaramillo, F., Grisaffe, D., Chonko, L., & Roberts, J. (2009). Examining the impact of servant leadership on salesperson’s turnover intention. Journal of Personal Selling and Sales Management, 29(4), 351–365. https://doi.org/10.2753/PSS0885-3134290404
Jung, C. S. (2014). Why Are Goals Important in the Public Sector? Exploring the Benefits of Goal Clarity for Reducing Turnover Intention. Journal of Public Administration Research and Theory, 24(1), 209–234. https://doi.org/10.1093/JOPART/MUS058
Jung, H. S., Jung, Y. S., & Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics. International Journal of Hospitality Management, 92, 102703. https://doi.org/10.1016/J.IJHM.2020.102703
Keim, A. C., Landis, R. S., Pierce, C. A., & Earnest, D. R. (2014). Why do employees worry about their jobs? A meta-analytic review of predictors of job insecurity. Journal of Occupational Health Psychology, 19(3), 269–290. https://doi.org/10.1037/a0036743
Khan, I. U., Idris, M., & Amin, R. U. (2021). Leadership style and performance in higher education: the role of organizational justice. International Journal of Leadership in Education, 00(00), 1–15. https://doi.org/10.1080/13603124.2020.1854868
Kim, H., & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy and social support. Administration in Social Work, 32(3), 5–25. https://doi.org/10.1080/03643100801922357
Kim, J. (2015). What Increases Public Employees’ Turnover Intention? Http://Dx.Doi.Org/10.1177/0091026015604447, 44(4), 496–519. https://doi.org/10.1177/0091026015604447
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Published
2022-12-22
How to Cite
Zahra, N. S., Munna, A. S., Kadir, A., Sunarsi, D., Mulyani, S. R., Ratnawati, A., Idris, J., & Tholibon, D. A. (2022). The Effect of Authentic Leadership and Job Insecurity on Turnover Intention: : A Quantitative Study of Indonesian Public Service Organizations. International Journal of Educational Administration, Management, and Leadership, 3(2), 123-134. https://doi.org/10.51629/ijeamal.v3i2.97
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