Keywords:
authoritarian leadership
employee health
mindfulness
turnover intention
police officer

  • Abstract

    Despite the extensive study conducted on turnover intention in the field of human resource management, there remain a dearth of studies investigating the relationships among leadership style, employee health, mindfulness, and turnover intention. Underpinned by social exchange theory and conservation of resources theory, this study will address the gap by examining the effects of authoritarian leadership on police officers' turnover intentions directly and indirectly through employee health under the different level of employee mindfulness. Data were collected from a sample of 351 police officers serving at the Royal Malaysian Police training centre using self-administered online survey questionnaire.  Descriptive analysis was conducted using the SPSS Version 29.0 software and partial least squares structural equation modelling was run to test research hypotheses using SmartPLS4. Results of the study showed that, authoritarian leadership has a significant relationship with turnover intention, yet it has a stronger effect on employee health. The study also found significant partial mediation whereby employee health mediated the relationship between authoritarian leadership and turnover intention. However, employee mindfulness did not significantly moderate the relationship between authoritarian leadership and employee health. This finding suggested that there are other factors that have a greater influence in mitigating the effects of the relationship. The findings contribute to the extension of knowledge corpus and provide benefit to organisations in understanding the effect of authoritarian leadership style and employee mindfulness on employee health and turnover intention. An organisation can take necessary action to mitigate the negative effect of authoritarian leadership towards employee health and turnover intention. Using social exchange theory and conservation of resources theory, this study examines an authoritarian leadership as the predominant factor influencing turnover intention among police officers. Furthermore, this study investigates the mediating effect of employee health on the relationship between authoritarian leadership with turnover intention, and the moderator effect of employee mindfulness on the relationship between authoritarian leadership and employee health, which this relationship was not previously explored in the existing literature within this field.

  • References

    1. Abdillah, M. R., Wu, W., & Anita, R. (2022). Can altruistic leadership prevent knowledge-hiding behaviour? Testing dual mediation mechanisms. Knowledge Management Research & Practice, 20(3), 352–366. https://doi.org/10.1080/14778238.2020.1776171
    2. Abdul Rahman, U. F., & Asmad, A. (2023). Kesihatan mental dan motivasi pelajar UNISSA terhadap pembelajaran dalam talian semasa pandemik COVID-19. Journal of Al-Tamaddun, 18(1), 103–114. https://doi.org/10.22452/jat.vol18no1.9
    3. Afshan, G., Kashif, M., Sattayawaksakul, D., Cheewaprakobkit, P., & Wijenayake, S. (2022). Abusive supervision, supervisor undermining, and turnover intentions: Mediation of quiescent silence and desire to seek revenge among Thai banking frontliners. Management Research Review, 45(11), 1479–1502. https://doi.org/10.1108/MRR-03-2021-0240
    4. Ahmad, A., Salleh, A. M. M., Bakar, K. A., & Sha’arani, K. A. W. (2018). The impact of leadership styles and stress on employee turnover intention in Terengganu hotel community. International Journal of Engineering and Technology, 7(3), 38–42. https://doi.org/10.14419/ijet.v7i3.21.17091
    5. Ajzen, I., & Fishbein, M. (1977). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological Bulletin, 84(5), 888–918. https://doi.org/10.1007/s11614-012-0060-4
    6. Aldarmaki, O., & Kasim, N. (2019). Leadership style and turnover intention: The moderating role of supervisor trust. International Journal of Recent Technology and Engineering, 8(2S2), 310–315. https://doi.org/10.35940/ijrte.B1054.0782S219
    7. Alhashmi, M., Jabeen, F., Al-Nasser, A. D., & Papastathopoulos, A. (2017). The antecedents of employee turnover intentions in the police force in the United Arab Emirates: A conceptual framework. International Journal of Business and Society, 18(S3), 449–462.
    8. Alkarabsheh, O. H. M., Jaaffar, A. H., Fong, P. W., Almaaitah, D. A. A., & Alkharabsheh, Z. H. M. (2022). The relationship between leadership style and turnover intention of nurses in the public hospitals of Jordan. Cogent Business & Management, 9(1), 1–19. https://doi.org/10.1080/23311975.2022.2064405
    9. Amina, A., Hadi, N. U., Waheed, A., & Fayyaz, H. (2021). The effect of leader mindfulness on employee job performance: Investigating the mediating and moderating role of leader–member exchange and organizational culture. Journal of Behavioral Sciences, 31(2), 137–164.
    10. Azizah, S. N., Nurhayati, S., & Anggraeni, A. I. (2020). The analysis of path–goal theory to turnover intention with organizational commitment as a mediating role. International Journal of Scientific & Technology Research, 9(4), 1079–1082.
    11. Baer, R. A., Smith, G. T., Hopkins, J., Krietemeyer, J., & Toney, L. (2006). Using self-report assessment methods to explore facets of mindfulness. Assessment, 13(1), 27–45. https://doi.org/10.1177/1073191105283504
    12. Baquero, A. (2022). Job insecurity and intention to quit: The role of psychological distress and resistance to change in the UAE hotel industry. International Journal of Environmental Research and Public Health, 19, Article 13629. https://doi.org/10.3390/ijerph192013629
    13. Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons. https://doi.org/10.4324/9780203792643
    14. Bothma, C. F. C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1–12. https://doi.org/10.4102/sajhrm.v11i1.507
    15. Briker, R., Walter, F., & Cole, M. S. (2021). Hurry up! The role of supervisors’ time urgency and self-perceived status for autocratic leadership and subordinates’ well-being. Personnel Psychology, 74, 55–76.
    16. Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185–216. https://doi.org/10.1177/135910457000100301
    17. Brown, K. W., Ryan, R. M., & Creswell, J. D. (2007). Mindfulness: Theoretical foundations and evidence for its salutary effects. Psychological Inquiry, 18(4), 211–237. https://doi.org/10.1080/10478400701598298
    18. Chen, C. C., Zou, S., & Chen, M. H. (2022). The fear of being infected and fired: Examining the dual job stressors of hospitality employees during COVID-19. International Journal of Hospitality Management, 102, Article 103131. https://doi.org/10.1016/j.ijhm.2021.103131
    19. Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89–117. https://doi.org/10.1111/j.1467-839X.2004.00137.x
    20. Chiang, J. T. J., Chen, X. P., Liu, H., Akutsu, S., & Wang, Z. (2021). We have emotions but can’t show them! Authoritarian leadership, emotion suppression climate, and team performance. Human Relations, 74(7), 1082–1111. https://doi.org/10.1177/0018726720908649
    21. Chu, L. C. (2014). The moderating role of authoritarian leadership on the relationship between the internalization of emotional regulation and employee well-being. Leadership, 10(3), 326–343. https://doi.org/10.1177/1742715013498403
    22. Dash, G., & Paul, J. (2021). CB-SEM vs PLS-SEM methods for research in social sciences and technology forecasting. Technological Forecasting and Social Change, 173, Article 121092. https://doi.org/10.1016/j.techfore.2021.121092
    23. Dayal, G., & Verma, P. (2022). Factors instigating employee turnover intention amid COVID-19. International Journal of Health Sciences, 6(7), 47603–47623. https://doi.org/10.53730/ijhs.v6nS7.13288
    24. Diamond, A. (2013). Executive functions. Annual Review of Psychology, 64, 135–168. https://doi.org/10.1002/9781119557036.ch10
    25. Erskine, J., & Georgiou, G. (2017). Leadership styles: Employee stress, well-being, productivity, turnover and absenteeism. In Understanding stress at work (pp. 28–40).
    26. Fan, X., Li, J., Mao, Z. (E.), & Lu, Z. (2021). Can ethical leadership inspire employee loyalty in hotels in China? From the perspective of social exchange theory. Journal of Hospitality and Tourism Management, 49, 538–547. https://doi.org/10.1016/j.jhtm.2021.11.006
    27. Fang, C. L. H., Chao, R. F., & Lin, S. P. (2019). Paternalistic leadership and employees’ sustained work behavior: A perspective of playfulness. Sustainability, 11, Article 6650. https://doi.org/10.3390/su11236650
    28. Farh, J.-L., & Cheng, B.-S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84–127). https://doi.org/10.1057/9780230511590_5
    29. Farr-Wharton, B., Xerri, M., Saccon, C., & Brunetto, Y. (2021). Leadership matters to the police: Managing emotional labour through authentic leadership. Public Money & Management. Advance online publication. https://doi.org/10.1080/09540962.2021.1940481
    30. Feng, X. (2022). Calm down and enjoy it: Influence of leader–employee mindfulness on flow experience. Psychology Research and Behavior Management, 15, 839–854. https://doi.org/10.2147/PRBM.S360880
    31. Gaudenz, C., De Geest, S., Schwendimann, R., & Zúñiga, F. (2019). Factors associated with care workers’ intention to leave employment in nursing homes: A secondary data analysis of the Swiss nursing homes human resources project. Journal of Applied Gerontology, 38(11), 1537–1563. https://doi.org/10.1177/0733464817721111
    32. Ghufran Ali Khan, H., Anwar Khan, M., Iftikhar Ali, M., Salem, S., Rashid, S., & Zahur, H. (2022). Does authentic leadership influence individual performance in the presence of trust and leader–member exchange? Evidence from the health care sector. Cogent Business & Management, 9(1). https://doi.org/10.1080/23311975.2022.2119539
    33. Giao, H. N. K., Vuong, B. N., Huan, D. D., Tushar, H., & Quan, T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: Evidence from the banking industry of Vietnam. Sustainability, 12(5), 1–25. https://doi.org/10.3390/su12051857
    34. Giordano-Mulligan, M., & Eckardt, S. (2019). Authentic nurse leadership conceptual framework: Nurses’ perception of authentic nurse leader attributes. Nursing Administration Quarterly, 43(2), 164–174. https://doi.org/10.1097/NAQ.0000000000000344
    35. Grawitch, M. J., Gottschalk, M., & Munz, D. C. (2006). The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements. Consulting Psychology Journal: Practice and Research, 58(3), 129–147. https://doi.org/10.1037/1065-9293.58.3.129
    36. Green, P. E., & Rao, V. R. (1970). Rating scales and information recovery: How many scales and response categories to use? Journal of Marketing, 34(3), 33–39. https://doi.org/10.2307/1249817
    37. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.
    38. Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing Theory and Practice, 19(2), 139–152. https://doi.org/10.2753/MTP1069-6679190202
    39. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2014). A primer on partial least squares structural equation modeling (PLS-SEM). SAGE Publications.
    40. Hameed, Z., Naeem, R. M., Hassan, M., Naeem, M., Nazim, M., & Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support. International Journal of Manpower, 43(3), 595–613. https://doi.org/10.1108/IJM-05-2020-0244
    41. Henseler, J., Ringle, C. M., & Sarstedt, M. (2016). Testing measurement invariance of composites using partial least squares. International Marketing Review, 33(3), 405–431. https://doi.org/10.1108/IMR-09-2014-0304
    42. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066X.44.3.513
    43. Hobfoll, S. E. (2001). Social support and stress. In International encyclopedia of the social & behavioral sciences (pp. 14461–14465). https://doi.org/10.1016/B0-08-043076-7/03823-7
    44. Hollas, K., Coulthard, K., Piscitello, J., & Kelly, M. L. (2022). The development and initial validation of the adult coping inventory. Journal of Psychopathology and Behavioral Assessment, 44, 763–772. https://doi.org/10.1007/s10862-022-09952-0
    45. Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
    46. Homans, G. C. (1961). Social behavior: Its elementary forms. Harcourt Brace & World.
    47. Hu, W., Huang, I. Y. F., & Yang, W. (2021). Love or bread? Public service motivation and fringe benefits in the retention of police forces in Beijing city. Review of Public Personnel Administration. Advance online publication. https://doi.org/10.1177/0734371X211008976
    48. Huang, Q., Zhang, K., Wang, Y., Bodla, A. A., & Zhu, D. (2023). When is authoritarian leadership less detrimental? The role of leader capability. International Journal of Environmental Research and Public Health, 20(1). https://doi.org/10.3390/ijerph20010707
    49. Hwang, J., Song, E. K., & Ko, S. (2022). Relationships among basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in Korean nurses: A cross-sectional study. Journal of Nursing Management. Advance online publication. https://doi.org/10.1111/jonm.13546
    50. Islam, T., Sharif, S., Ali, H. F., & Jamil, S. (2022). Zooming into paternalistic leadership: Evidence from high power distance culture. European Journal of Management and Business Economics. Advance online publication. https://doi.org/10.1108/EJMBE-05-2021-0149
    51. Jabeen, F., Al Hashmi, M., & Mishra, V. (2020). Should I stay or should I go? The antecedents of turnover intention among police personnel. Safer Communities, 19(1), 1–14. https://doi.org/10.1108/SC-05-2019-0013
    52. Kabat-Zinn, J. (2005). Full catastrophe living: Using the wisdom of your body and mind to face stress, pain, and illness (15th ed.). Bantam Dell.
    53. Kanitha, D., & Naik, P. R. (2021). Experience of workplace incivility and its impact on stress and turnover intention among nurses working at a hospital: A cross-sectional survey approach. Iranian Journal of Nursing and Midwifery Research, 26(3), 285–287. https://doi.org/10.4103/ijnmr.IJNMR_124_20
    54. Kaur, K., & Randhawa, G. (2021). Exploring the influence of supportive supervisors on organisational citizenship behaviours: Linking theory to practice. IIMB Management Review, 33(2), 156–165. https://doi.org/10.1016/j.iimb.2021.03.012
    55. Khattak, S. R., Saeed, I., Rehman, S. U., & Fayaz, M. (2021). Impact of fear of COVID-19 pandemic on the mental health of nurses in Pakistan. Journal of Loss and Trauma, 26(5), 421–435. https://doi.org/10.1080/15325024.2020.1814580
    56. Khawaja, K. F., Sarfraz, M., Rashid, M., & Rashid, M. (2021). How is COVID-19 pandemic causing employee withdrawal behavior in the hospitality industry? An empirical investigation. Journal of Hospitality and Tourism Insights. Advance online publication. https://doi.org/10.1108/JHTI-01-2021-0002
    57. Ki, J., Ryu, J., Baek, J., Huh, I., & Choi-Kwon, S. (2020). Association between health problems and turnover intention in shift work nurses: Health problem clustering. International Journal of Environmental Research and Public Health, 17(12), 1–12. https://doi.org/10.3390/ijerph17124532
    58. Kim, B., & Xu, T. (2020). Police cadets’ career plans in China: Testing the mediation and moderation effects of job satisfaction. Police Quarterly, 23(2), 202–231. https://doi.org/10.1177/1098611119887811
    59. Kim, H., Ji, J., & Kao, D. (2011). Burnout and physical health among social workers: A three-year longitudinal study. Social Work, 56(3), 258–268. https://doi.org/10.1093/sw/56.3.258
    60. Kim, W. H., Park, G. M., & Kim, K. S. (2022). Effects of authentic leadership on employees’ turnover intention and self-efficacy in South Korea’s casino industry: The moderating roles of employees’ gender and age. Journal of Quality Assurance in Hospitality & Tourism, 23(1), 162–175. https://doi.org/10.1080/1528008X.2020.1854922
    61. Klug, K., Felfe, J., & Krick, A. (2022). Does self-care make you a better leader? A multisource study linking leader self-care to health-oriented leadership, employee self-care, and health. International Journal of Environmental Research and Public Health, 19, Article 6733. https://doi.org/10.3390/ijerph19116733
    62. Koon, V. Y., & Ho, T. S. (2021). Authentic leadership and employee engagement: The role of employee well-being. Human Systems Management, 40(1), 81–92. https://doi.org/10.3233/HSM-200943
    63. Koveshnikov, A., Ehrnrooth, M., & Wechtler, H. (2020). The three graces of leadership: Untangling the relative importance and mediating mechanisms of three leadership styles in Russia. Management and Organization Review, 16(4), 791–824. https://doi.org/10.1017/mor.2020.2
    64. Koveshnikov, A., Ehrnrooth, M., & Wechtler, H. (2022). Authoritarian and benevolent leadership: The role of follower homophily, power distance orientation and employability. Personnel Review. Advance online publication. https://doi.org/10.1108/PR-02-2021-0097
    65. Liborius, P., & Kiewitz, C. (2022). When leader humility meets follower competitiveness: Relationships with follower affective trust, intended and voluntary turnover. Journal of Vocational Behavior, 135, Article 103719. https://doi.org/10.1016/j.jvb.2022.103719
    66. Lin, C. Y., & Huang, C. K. (2020). Employee turnover intentions and job performance from a planned change: The effects of an organizational learning culture and job satisfaction. International Journal of Manpower, 42(3), 409–423. https://doi.org/10.1108/IJM-08-2018-0281
    67. López-Cabarcos, M. Á., López-Carballeira, A., & Ferro-Soto, C. (2021). How to moderate emotional exhaustion among public healthcare professionals? European Research on Management and Business Economics, 27, Article 100140. https://doi.org/10.1016/j.iedeen.2020.100140
    68. Lyons, P., & Bandura, R. (2020). Turnover intention: Management behaviors to help retain talented employees. Development and Learning in Organizations: An International Journal, 35(5), 7–10. https://doi.org/10.1108/DLO-10-2020-0204
    69. Magbity, J. B., Ofei, A. M. A., & Wilson, D. (2020). Leadership styles of nurse managers and turnover intention. Hospital Topics, 98(2), 45–50. https://doi.org/10.1080/00185868.2020.1750324
    70. Majeed, M., Irshad, M., & Bartels, J. (2021). The interactive effect of COVID-19 risk and hospital measures on turnover intentions of healthcare workers: A time-lagged study. International Journal of Environmental Research and Public Health, 18, Article 10705. https://doi.org/10.3390/ijerph182010705
    71. Martins, J. M., Kashif, U., Dantas, R. M., Rafiq, M., & Lucas, J. L. (2022). Impact of paternal leadership on employee retention during COVID-19: Financial crunch or financial gain. Social Sciences, 11, Article 485. https://doi.org/10.3390/socsci11100485
    72. McKelvie, S. J. (1978). Graphic rating scales: How many categories? British Journal of Psychology, 69(2), 185–202. https://doi.org/10.1111/j.2044-8295.1978.tb01647.x
    73. McKenna, J., & Jeske, D. (2021). Ethical leadership and decision authority effects on nurses’ engagement, exhaustion, and turnover intention. Journal of Advanced Nursing, 77(1), 198–206. https://doi.org/10.1111/jan.14591
    74. McPherson, K., Barnard, J. G., Tenney, M., Holliman, B. D., Morrison, K., Kneeland, P., Lin, C. T., & Moss, M. (2022). Burnout and the role of authentic leadership in academic medicine. BMC Health Services Research, 22, Article 8034. https://doi.org/10.1186/s12913-022-08034-x
    75. Mete, M., Goldman, C., Shanafelt, T., & Marchalik, D. (2022). Impact of leadership behaviour on physician well-being, burnout, professional fulfilment and intent to leave: A multicentre cross-sectional survey study. BMJ Open, 12(6), Article e057554. https://doi.org/10.1136/bmjopen-2021-057554
    76. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237
    77. Mumford, E. A., Liu, W., & Taylor, B. G. (2021). Profiles of U.S. law enforcement officers’ physical, psychological, and behavioral health: Results from a nationally representative survey of officers. Police Quarterly. Advance online publication. https://doi.org/10.1177/1098611121991111
    78. Murtaza, G., Roques, O., Talpur, Q., Khan, R., & Ul Haq, I. (2022). Effects of perceived organisational politics and effort–reward imbalance on work outcomes: The moderating role of mindfulness. Personnel Review. Advance online publication. https://doi.org/10.1108/PR-09-2020-0706
    79. Nie, D., & Lämsä, A. M. (2018). Chinese immigrants’ occupational well-being in Finland: The role of paternalistic leadership. Leadership & Organization Development Journal, 39(3), 340–352. https://doi.org/10.1108/LODJ-05-2017-0144
    80. Olafsen, A. H., Niemiec, C. P., Deci, E. L., Halvari, H., Nilsen, E. R., & Williams, G. C. (2021). Mindfulness buffers the adverse impact of need frustration on employee outcomes: A self-determination theory perspective. Journal of Theoretical Social Psychology, 5(3), 283–296. https://doi.org/10.1002/jts5.93
    81. Pandita, D., & Ray, S. (2018). Talent management and employee engagement: A meta-analysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185–199. https://doi.org/10.1108/ICT-09-2017-0073
    82. Paul, G. D., & Kee, D. M. H. (2020). HR, workplace bullying, and turnover intention: The role of work engagement. Journal of Environmental Treatment Techniques, 8(1), 23–27.
    83. Peng, K. Z., Chen, Z., Zhang, I. D., & Li, J. (2021). Unwilling to leave the good Samaritans: How peer interpersonal-oriented citizenship behaviors retain “me.” Asia Pacific Journal of Management, 38(2), 669–685. https://doi.org/10.1007/s10490-019-09685-x
    84. Piwowar-Sulej, K., & Iqbal, Q. (2022). Leadership styles and sustainable performance: A systematic literature review. Journal of Cleaner Production, 382, Article 134600. https://doi.org/10.1016/j.jclepro.2022.134600
    85. Pizzolitto, E., Verna, I., & Venditti, M. (2023). Authoritarian leadership styles and performance: A systematic literature review and research agenda. Management Review Quarterly, 73(2), 841–871. https://doi.org/10.1007/s11301-022-00263-y
    86. Preston, C. C., & Colman, A. M. (2000). Optimal number of response categories in rating scales: Reliability, validity, discriminating power, and respondent preferences. Acta Psychologica, 104(1), 1–15. https://doi.org/10.1016/S0001-6918(99)00050-5
    87. Qi, L., Chaudhary, N. I., Yao, K., Mirza, F., & Khalid, R. (2022). The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China. Frontiers in Psychology, 13, Article 1005055. https://doi.org/10.3389/fpsyg.2022.1005055
    88. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
    89. Saah, F. I., Amu, H., & Kissah-Korsah, K. (2021). Prevalence and predictors of work-related depression, anxiety, and stress among waiters: A cross-sectional study in upscale restaurants. PLoS ONE, 16(4), Article e0249597. https://doi.org/10.1371/journal.pone.0249597
    90. Saleem, S., Yusaf, S., Sarwar, N., Raziq, M. M., & Malik, O. F. (2018). Linking abusive supervision to psychological distress and turnover intentions among police personnel: The moderating role of continuance commitment. Journal of Interpersonal Violence. Advance online publication. https://doi.org/10.1177/0886260518791592
    91. Saleh, T. A., Sarwar, A., Islam, M. A., Mohiuddin, M., & Su, Z. (2022). Effects of leader conscientiousness and ethical leadership on employee turnover intention: The mediating role of individual ethical climate and emotional exhaustion. International Journal of Environmental Research and Public Health, 19, Article 8959. https://doi.org/10.3390/ijerph19158959
    92. Samsudin, S., & Hong, K. T. C. (2016). Hubungan antara tahap kesihatan mental dan prestasi pelajar sarjana muda: Satu kajian di Universiti Utara Malaysia. Jurnal Sains Kesihatan Malaysia, 14(1), 11–16. https://doi.org/10.17576/jskm-2016-1401-03
    93. Schat, A. C. H., Kelloway, E. K., & Desmarais, S. (2005). The physical health questionnaire (PHQ): Construct validation of a self-report scale of somatic symptoms. Journal of Occupational Health Psychology, 10(4), 363–381. https://doi.org/10.1037/1076-8998.10.4.363
    94. Sehanovic, L., Hadziahmetovic, N., & Kurtcehajic, A. (2022). Impact of leadership styles on employee behavior in healthcare institutions during COVID-19. Human Research in Rehabilitation, 12(2), 171–183. https://doi.org/10.21554/hrr.092209
    95. Sepeng, W., Stander, M. W., Van der Vaart, L., & Coxen, L. (2020). Authentic leadership, organisational citizenship behaviour and intention to leave: The role of psychological capital. SA Journal of Industrial Psychology, 46, 1–10.
    96. Shan, Y., Liu, G., Zhou, C., & Li, S. (2022). The relationship between CDC personnel subjective socioeconomic status and turnover intention: A combined model of moderation and mediation. Frontiers in Psychiatry, 13, Article 908844. https://doi.org/10.3389/fpsyt.2022.908844
    97. Simard, K., & Parent-Lamarche, A. (2022). Abusive leadership, psychological well-being, and intention to quit during the COVID-19 pandemic: A moderated mediation analysis among Quebec’s healthcare system workers. International Archives of Occupational and Environmental Health, 95, 437–450.
    98. Song, M., Choi, H. J., & Hyun, S. S. (2021). MBTI personality types of Korean cabin crew in Middle Eastern airlines and their associations with cross-cultural adjustment competency, occupational competency, coping competency, mental health and turnover intention. International Journal of Environmental Research and Public Health, 18, Article 3419. https://doi.org/10.3390/ijerph18073419
    99. Srivastava, S., & Agrawal, S. (2020). Resistance to change and turnover intention: A moderated mediation model of burnout and perceived organizational support. Journal of Organizational Change Management, 33(7), 1431–1447. https://doi.org/10.1108/JOCM-02-2020-0063
    100. Steffens, N. K., Yang, J., Jetten, J., Haslam, S. A., & Lipponen, J. (2018). The unfolding impact of leader identity entrepreneurship on burnout, work engagement, and turnover intentions. Journal of Occupational Health Psychology, 23(3), 373–387. https://doi.org/10.1037/ocp0000090
    101. Stoewen, D. L. (2015). Health and wellness. The Canadian Veterinary Journal, 56(9), 983–984.
    102. Suifan, T. S., Diab, H., Alhyari, S., & Sweis, R. J. (2020). Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification. Journal of Human Behavior in the Social Environment, 30(4), 410–428. https://doi.org/10.1080/10911359.2019.1690611
    103. Symonds, P. M. (1924). On the loss of reliability in ratings due to coarseness of the scale. Journal of Experimental Psychology, 7(6), 456–461. https://doi.org/10.1037/h0074469
    104. Tafvelin, S., Nielsen, K., von Thiele Schwarz, U., & Stenling, A. (2019). Leading well is a matter of resources: Leader vigour and peer support augment the relationship between transformational leadership and burnout. Work & Stress, 33(2), 156–172. https://doi.org/10.1080/02678373.2018.1513961
    105. Taherdoost, H. (2019). What is the best response scale for survey and questionnaire design? Review of different lengths of rating scale/attitude scale/Likert scale. International Journal of Academic Research in Management, 8(1). https://hal.archives-ouvertes.fr/hal-02557308
    106. Tayama, J., Yoshida, Y., Iwanaga, R., Tokunaga, A., Tanaka, G., Imamura, A., Shimazu, A., & Shirabe, S. (2018). Factors associated with preschool workers’ willingness to continue working. Medicine, 97(49), Article e13530. https://doi.org/10.1097/MD.0000000000013530
    107. Teng, Y. M., Wu, K. S., & Xu, D. (2021). The association between fear of coronavirus disease 2019, mental health, and turnover intention among quarantine hotel employees in China. Frontiers in Public Health, 9, Article 668774. https://doi.org/10.3389/fpubh.2021.668774
    108. Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190.
    109. Toksöz, S. (2021). Impact of engagement in organisations’ internal environment on employees’ motivation, satisfaction, commitment and turnover intention. E3S Web of Conferences, 258, Article 10010. https://doi.org/10.1051/e3sconf/202125810010
    110. Tran, K. T., Nguyen, P. V., Nguyen, T. D., & Ton, U. N. H. (2020). The impact of organisational commitment on the relationship between motivation and turnover intention in the public sector. International Journal of Innovation, Creativity and Change, 11(12), 1–25.
    111. Tu, Y., Wang, S., & Lu, L. (2023). Authoritarian, benevolent, and moral components of paternalistic leadership and employee performance: Psychological safety as a mediator. Social Behavior and Personality, 51(3), 1–12. https://doi.org/10.2224/sbp.12029
    112. Walach, H., Buchheld, N., Buttenmüller, V., Kleinknecht, N., & Schmidt, S. (2006). Measuring mindfulness: The Freiburg mindfulness inventory (FMI). Personality and Individual Differences, 40(8), 1543–1555. https://doi.org/10.1016/j.paid.2005.11.025
    113. Wang, X., Guchait, P., Lee, J., & Back, K. J. (2019). The importance of psychological safety and perceived fairness among hotel employees: The examination of antecedents and outcome variables. Journal of Human Resources in Hospitality & Tourism, 18(4), 504–528. https://doi.org/10.1080/15332845.2019.1626964
    114. Warszewska-Makuch, M., Bedyńska, S., & Żołnierczyk-Zreda, D. (2015). Authentic leadership, social support and their role in workplace bullying and its mental health consequences. International Journal of Occupational Safety and Ergonomics, 21(2), 128–140. https://doi.org/10.1080/10803548.2015.1028230
    115. Weijters, B., Cabooter, E., & Schillewaert, N. (2010). The effect of rating scale format on response styles: The number of response categories and response category labels. International Journal of Research in Marketing, 27(3), 236–247. https://doi.org/10.1016/j.ijresmar.2010.02.004
    116. Workman-Stark, A. (2020). Countering a masculinity contest culture at work: The moderating role of organizational justice. International Journal of Organization Theory & Behavior. Advance online publication. https://doi.org/10.1108/IJOTB-11-2019-0132
    117. World Health Organization. (1948, April 7). Definition of health. https://www.who.int/about/who-we-are/frequently-asked-questions
    118. You, L., Li, P., & Wildy, H. (2021). Health promoting leadership: Concept, measurement, and research framework. Frontiers in Psychology, 12, Article 602333. https://doi.org/10.3389/fpsyg.2021.602333
    119. Yusoff, M. S. B., Abdul Rahim, A. F., & Yaacob, M. J. (2009). The sensitivity, specificity and reliability of the Malay version 30-item General Health Questionnaire (GHQ-30) in detecting distressed medical students. ASEAN Journal of Psychiatry, 11(1), 1–9. https://doi.org/10.5959/eimj.v2i1.75
    120. Zhao, X., Lynch, J. G., & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37(2), 197–206. https://doi.org/10.1086/651257
Creative Commons License

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

Copyright (c) 2026 The Authors

How to cite

Ismail, Z., Ismail, I. R., Ghani, R. A., & Martin, F. F. (2026). New wine in the old bottle: Effects of leadership styles on turnover intention through mediator and moderator analysis using PLS-SEM. Multidisciplinary Science Journal, 8(9), 2026712. https://doi.org/10.31893/multiscience.2026712
Crossref
Scopus
Google Scholar
Europe PMC
  • Article viewed - 212
  • PDF downloaded - 125