Article Sidebar

Published
Dec 22, 2022
Download
PDF
Statistic
Read Counter : 835 Download : 459

Main Article Content

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.

Keywords

authentic leadership job insecurity public organisations turnover intention

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

In submitting the manuscript to the International Journal of Educational Administration, Management, and Leadership (IJEAMaL), the authors certify that:

  • They are authorized by their co-authors to enter into these arrangements.
  • The work described has not been formally published before, except in the form of an abstract or as part of a published lecture, review, thesis, or overlay journal.
  • That it is not under consideration for publication elsewhere,
  • The publication has been approved by the author(s) and by responsible authorities – tacitly or explicitly – of the institutes where the work has been carried out.
  • They secure the right to reproduce any material that has already been published or copyrighted elsewhere.
  • They agree to the following license and copyright agreement.

License and Copyright Agreement

Authors who publish with the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) agree to the following terms:

  • Authors retain copyright and grant the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) right of first publication with the work simultaneously licensed under Creative Commons Attribution License (CC BY 4.0) that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
  • Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the International Journal of Educational Administration, Management, and Leadership (IJEAMaL) published version of the work (e.g., post it to an institutional repository or edit it in a book), with an acknowledgment of its initial publication in this journal.
  • Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
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

References

  1. Akgunduz, Y., & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68, 41–49. https://doi.org/10.1016/J.IJHM.2017.09.010
  2. Alilyyani, B., Wong, C. A., & Cummings, G. (2018). Antecedents, mediators, and outcomes of authentic leadership in healthcare: A systematic review. International Journal of Nursing Studies, 83(October 2017), 34–64. https://doi.org/10.1016/j.ijnurstu.2018.04.001
  3. Almaaitah, A. (2018). The Role of Leadership Style on Turnover Intention. International Review of Management and Marketing, 8(5), 24–29. Retrieved from http:www.econjournals.com
  4. Amah, O. E. (2009). Job Satisfaction and Turnover Intention Relationship: The Moderating Effect of Job Role Centrality and Life Satisfaction. Research & Practice in Human Resource Management, 17(1), 24–35.
  5. Ariyabuddhiphongs, V., & Kahn, S. I. (2017). Transformational leadership and turnover intention : The mediating effects of trust and job performance on café employees in Thailand. Journal of Human Resources in Hospitality & Tourism, 16(2), 215–233. https://doi.org/10.1080/15332845.2016.1202730
  6. Asriani, I., & Riyanto, S. (2020). The Impact of Working Environment, Compensation, and Job Satisfaction on Turnover Intention in Public Service Agency. Article in IOSR Journal of Business and Management, 22(5), 13–19. https://doi.org/10.9790/487X-2205061319
  7. Balz, A., & Schuller, K. (2021). Always looking for something better? The impact of job insecurity on turnover intentions: Do employables and irreplaceables react differently? Economic and Industrial Democracy, 42(1), 142–159. https://doi.org/10.1177/0143831X18757058/ASSET/IMAGES/LARGE/10.1177_0143831X18757058-FIG2.JPEG
  8. Cansoy, R. (2018). The Relationship between School Principals’ Leadership Behaviours and Teachers’ Job Satisfaction: A Systematic Review. International Education Studies, 12(1), 37. https://doi.org/10.5539/ies.v12n1p37
  9. Chen, H., & Qi, R. (2022). Restaurant frontline employees’ turnover intentions: three-way interactions between job stress, fear of COVID-19, and resilience. International Journal of Contemporary Hospitality Management, 34(7), 2535–2558. https://doi.org/10.1108/IJCHM-08-2021-1016/FULL/XML
  10. Chirumbolo, A., Callea, A., & Urbini, F. (2020). Job insecurity and performance in public and private sectors: a moderated mediation model. Journal of Organizational Effectiveness, 7(2), 237–253. https://doi.org/10.1108/JOEPP-02-2020-0021
  11. Cho, Y. J., & Lewis, G. B. (2012). Turnover Intention and Turnover Behavior: Implications for Retaining Federal Employees. Review of Public Personnel Administration, 32(1), 4–23. https://doi.org/10.1177/0734371X11408701
  12. 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
  13. 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
  14. 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
  15. 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
  16. 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
  17. 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
  18. 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
  19. 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
  20. 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
  21. 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
  22. 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
  23. 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
  24. 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
  25. 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
  26. 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
  27. 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
  28. 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
  29. 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
  30. 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
  31. Kim, M. J., & Kim, B. J. (2020). The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership. International Journal of Environmental Research and Public Health 2020, Vol. 17, Page 7837, 17(21), 7837. https://doi.org/10.3390/IJERPH17217837
  32. Koo, B., Yu, J., Chua, B., Lee, S., & Han, H. (2019). Relationships among Emotional and Material Rewards , Job Satisfaction , Burnout , Affective Commitment , Job Performance , and Turnover Intention in the Hotel Industry Relationships among Emotional and Material Rewards , Job. Journal of Quality Assurance in Hospitality & Tourism, 0(0), 1–31. https://doi.org/10.1080/1528008X.2019.1663572
  33. Lai, H., Hossin, M. A., Li, J., Wang, R., & Hosain, M. S. (2022). Examining the Relationship between COVID-19 Related Job Stress and Employees’ Turnover Intention with the Moderating Role of Perceived Organizational Support: Evidence from SMEs in China. International Journal of Environmental Research and Public Health 2022, Vol. 19, Page 3719, 19(6), 3719. https://doi.org/10.3390/IJERPH19063719
  34. Lee, S. (2018). Employee Turnover and Organizational Performance in U.S. Federal Agencies. American Review of Public Administration, 48(6), 522–534. https://doi.org/10.1177/0275074017715322
  35. Liu, Y. (2006). Investigating turnover intention among emergency communication specialists. Dissertation Abstracts International: Section B: The Sciences and Engineering, 66(11-B), 6322. Retrieved from http://widgets.ebscohost.com/prod/customlink/hanapi/hanapi.php?profile=4dfs1q6ik+HE5pTp1ZLu0eGT1tTR28jqzaLXyajL2dTV482lyNzZoJmu5NS8q+npkKU=&DestinationURL=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2006-99010-2
  36. Long, C. S., Thean, L. Y., Ismail, W. K. W., & Jusoh, A. (2012). Leadership styles and employees’ turnover intention: Exploratory study of academic staff in a Malaysian college. World Applied Sciences Journal, 19(4), 575–581. https://doi.org/10.5829/idosi.wasj.2012.19.04.155
  37. Mubarak, F., Noor, A., Zulfikar, S., & Bhutto, A. (2018). Effect of authentic leadership on employee creativity in project-based organizations with the mediating roles of work engagement and psychological empowerment. Http://Www.Editorialmanager.Com/Cogentbusiness, 5(1). https://doi.org/10.1080/23311975.2018.1429348
  38. Ng, T. W. H., & Feldman, D. C. (2008). Can you get a better deal elsewhere? The effects of psychological contract replicability on organizational commitment over time. Journal of Vocational Behavior, 73(2), 268–277. https://doi.org/10.1016/j.jvb.2008.05.004
  39. Niswaty, R., Wirawan, H., Akib, H., Saggaf, M. S., & Daraba, D. (2021). Investigating the effect of authentic leadership and employees’ psychological capital on work engagement: evidence from Indonesia. Heliyon, 7(5), e06992. https://doi.org/10.1016/J.HELIYON.2021.E06992
  40. Oh, J., & Oh, S. (2017). Authentic leadership and turnover intention : does organizational size matter ? Leadership & Organization Development Journal, 38(7), 912–926. https://doi.org/10.1108/LODJ-08-2016-0209
  41. Oh, S., & Kim, H. (2019). Turnover Intention and Its Related Factors of Employed Doctors in Korea. International Journal of Environmental Research and Public Health 2019, Vol. 16, Page 2509, 16(14), 2509. https://doi.org/10.3390/IJERPH16142509
  42. Pradhan, S., Srivastava, A., & Jena, L. K. (2020). Abusive supervision and intention to quit: exploring multi-mediational approaches. Personnel Review, 49(6), 1269–1286. https://doi.org/10.1108/PR-12-2018-0496/FULL/HTML
  43. Puni, A. & A. (2016). Leadership Styles, Employee Turnover Intentions and Counterproductive Work Behaviours. International Journal of Innovative Research & Development, 5(1), 1–7.
  44. Ran, L., Chen, X., Peng, S., Zheng, F., Tan, X., & Duan, R. (2020). Job burnout and turnover intention among Chinese primary healthcare staff: The mediating effect of satisfaction. BMJ Open, 10(10), 1–9. https://doi.org/10.1136/bmjopen-2019-036702
  45. Ratnasari, S. L., & Lestari, L. (2020). Effect of leadership style, workload and job insecurity on turnover intention. International Journal of Innovation, Creativity and Change, 11(12), 299–313.
  46. Richard, O. C., Boncoeur, O. D., Chen, H., & Ford, D. L. (2020). Supervisor Abuse Effects on Subordinate Turnover Intentions and Subsequent Interpersonal Aggression: The Role of Power-Distance Orientation and Perceived Human Resource Support Climate. Journal of Business Ethics, 164(3), 549–563. https://doi.org/10.1007/S10551-018-4019-7
  47. Rousseau, D. (1989). Psychological and Implied Contracts in Organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139.
  48. Rousseau, D. M. (1990). New hire perceptions of their own and their employer’s obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389–400. https://doi.org/10.1002/job.4030110506
  49. Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, Vol. 15, pp. 1–43.
  50. Saeed, I., & Rizwan, M. (2014). The relationship of Turnover intention with job satisfaction , job performance , Leader member exchange , Emotional intelligence and organizational commitment. International Journal of Learning & Development, 4(2).
  51. Saleem, S., Yusaf, S., Sarwar, N., Raziq, M. M., & Malik, O. F. (2021). Linking Abusive Supervision to Psychological Distress and Turnover Intentions Among Police Personnel: The Moderating Role of Continuance Commitment. Journal of Interpersonal Violence, 36(9–10), 4451–4471. https://doi.org/10.1177/0886260518791592
  52. Shoss, M. K. (2017). Job Insecurity: An Integrative Review and Agenda for Future Research. Journal of Management, 43(6), 1911–1939. https://doi.org/10.1177/0149206317691574
  53. Solinger, O. N., Hofmans, J., Bal, P. M., & Jansen, P. G. W. (2016). Bouncing back from psychological contract breach: How commitment recovers over time. Journal of Organizational Behavior, 494–514. https://doi.org/10.1002/job
  54. Sorensen, L. C., & Ladd, H. F. (2020). The Hidden Costs of Teacher Turnover. Https://Doi.Org/10.1177/2332858420905812, 6(1), 233285842090581. https://doi.org/10.1177/2332858420905812
  55. Sousa, V. D., & Rojjanasrirat, W. (2011). Translation, adaptation and validation of instruments or scales for use in cross-cultural health care research: a clear and user-friendly guideline. Journal of Evaluation in Clinical Practice, 17(2), 268–274. https://doi.org/10.1111/J.1365-2753.2010.01434.X
  56. Staufenbiel, T., & König, C. J. (2010). A model for the effects of job insecurity on performance, turnover intention, and absenteeism. Journal of Occupational and Organizational Psychology, 83(1), 101–117. https://doi.org/10.1348/096317908X401912
  57. Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242
  58. Sverke, M., Låstad, L., Hellgren, J., Richter, A., & Näswall, K. (2019). A Meta-Analysis of Job Insecurity and Employee Performance: Testing Temporal Aspects, Rating Source, Welfare Regime, and Union Density as Moderators. International Journal of Environmental Research and Public Health 2019, Vol. 16, Page 2536, 16(14), 2536. https://doi.org/10.3390/IJERPH16142536
  59. Top, C., Mohammad, B., Abdullah, S., Hemn, A., & Faraj, M. (2020). Transformational Leadership Impact on Employees Performance. Eurasian Journal of Management & Social Sciences, 1(1), 49–59. https://doi.org/10.23918/ejmss.v1i1p49
  60. Vander Elst, T., De Witte, H., & De Cuyper, N. (2014). The Job Insecurity Scale: A psychometric evaluation across five European countries. European Journal of Work and Organizational Psychology, 23(3), 364–380. https://doi.org/10.1080/1359432X.2012.745989
  61. Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic Leadership : Development and Validation of a Theory-Based Measure †. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
  62. Wei, F., Li, Y., Zhang, Y., & Liu, S. (2016). The Interactive Effect of Authentic Leadership and Leader Competency on Followers’ Job Performance: The Mediating Role of Work Engagement. Journal of Business Ethics 2016 153:3, 153(3), 763–773. https://doi.org/10.1007/S10551-016-3379-0
  63. Wilson, J. M., Lee, J., Fitzgerald, H. N., Oosterhoff, B., Sevi, B., & Shook, N. J. (2020). Job insecurity and financial concern during the COVID-19 pandemic are associated with worse mental health. Journal of Occupational and Environmental Medicine, 62(9), 686–691. https://doi.org/10.1097/JOM.0000000000001962
  64. Wirawan, H., Hasanuddin, U., Salam, R., Makassar, U. N., Niswaty, R., & Makassar, U. N. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. International Journal of Public Sector Management, (March). https://doi.org/10.1108/IJPSM-06-2021-0142
  65. Wirawan, H., Jufri, M., & Saman, A. (2020). The effect of authentic leadership and psychological capital on work engagement: the mediating role of job satisfaction. Leadership and Organization Development Journal, 41(8), 1139–1154. https://doi.org/10.1108/LODJ-10-2019-0433
  66. Wynen, J., & Beeck, S. Op De. (2014). The Impact of the Financial and Economic Crisis on Turnover Intention in the U . S . Federal Government. Public Personnel Management, 43(4), 565–585.
  67. Xiong, R., & Wen, Y. (2020). Employees’ turnover intention and behavioral outcomes: The role of work engagement. Social Behavior and Personality: An International Journal, 48(1), 1–7. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/IJCHM-07-2014-0360/full/html
  68. Zhou, S., Li, X., & Gao, B. (2020). Commitment , and Turnover Intention in Young Preschool Teachers in China : A Serial Mediation Model Commitment , and Turnover Intention in Young Preschool Teachers in China : A Serial Mediation Model. CHILDREN AND YOUTH SERVICES REVIEW, 104997. https://doi.org/10.1016/j.childyouth.2020.104997

DB Error: Unknown column 'Array' in 'where clause'