Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership

Abstract

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings – Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value – In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions.

Job Insecurity And Job Disengagement Among Private Security Personnel: Moderated-Moderation Model

“…Existing literature has delved into the potential moderating impact of PJ in alleviating the adverse effects of job stress on WFC (Addai et al, 2022;Freire & Bettencourt, 2020). However, the present study asserts a distinctive perspective, positing that PJ will not only play a moderating role but will also enhance the mediating effect of WFC in the link between JI and JD.…”

“…Job Insecurity Scale (JIS: De Witte, 2000): The 13-item JIS measures concerns associated with one's employment status. In the Ghanaian context, the scale has demonstrated a high level of internal consistency with a Cronbach's alpha of .92 (Addai et al, 2022). An example of an item from the JIS is "I am worried about keeping my job.…”

“…Moreover, existing studies on the correlation between job insecurity (JI) and job disengagement (JD) among employees have typically adopted a more direct approach (Addai et al, 2022;Dogantekin et al, 2022). These studies have also omitted the critical assessment of how work-family conflict (WFC) and procedural justice (PJ) affect the nexus between JI and JD.…”

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

“…The first limitation is associated with the measures. The study relied on self-report measures which can lead to a socially desirable response (Addai et al, 2022). Due to the perceptual nature of self-report measures, it leads to perceptual bias.…”

Ethical Leadership and Creativity Among Employees: Does Leadership Trust and Organizational Climate Matter?

“…Consequentially, employees sometimes disagree with unsupportive leaders to be creative (Caniëls & Rietzschel, 2013). Since ethical leaders' open channels of communication that promote understanding and a supportive environment, it encourages creativity among employees (Addai et al, 2022;Karabey & Aliogullari, 2018). Consequently, leaders must be ethical and principled in their deeds to promote creativity among employees (Abdullah, 2021).…”