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Ethical Leadership and Employees' Trust Matters in Mitigating Employees' Burnout
Abstract and Figures
Employee burnout has become an important issue in most of the organizations. However, the previous
literature investigating the role of ethical leadership have received relatively little attention in relation to employees’
burnout. Therefore, the purpose of this research is to investigate the effect of ethical leadership on employee burnout,
and the mediating role of employees' trust in the relationship between ethical leadership behavior and employee
burnout in the public sector hospitals of Pakistan. This research utilized a survey strategy and data was collected
from 203 doctors through the convenience sampling technique. Correlation and regression analyses were conducted
using Statistical Package for Social Sciences (SPSS) version 23 in order to test the hypothesized model. This research
found a(i) negative and significant relationship between ethical leadership and employee’s burnout, (ii) positive and
significant relationship between ethical leadership and employees’ trust (iii) negative and significant association
between employees’trust and employee’s burnout, and (iv) that employees’ trust mediates between the relationship
of ethical leadership and employee’s burnout. Findings of this research show that organizations should promote
ethical leadership behaviors thereby fostering employees' trust leading towards minimizing employees’ experiencing
burnout. Lastly, limitations and suggestions for further research are provided.
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... Alternatively, giving employees more say in how they do their job, otherwise known as job crafting, could lead to less burnout (Demerouti, 2014). Future research can and should design studies to cultivate ethical leadership and clear expectations in contracts (Ali et al., 2021;Ayachit & Chitta, 2021). Cynicism is arguably harder to find an antidote for than emotional exhaustion or reduced personal efficacy (Bang & Reio, 2017). ...
Occupational burnout is a concern for the health of clergy and musicians and the longevity of their careers. However, no known study has assessed occupational burnout among pastoral musicians in the United States. Therefore, the aims of this paper were to (1) describe pastoral musicians as a population, (2) identify the prevalence rate of burnout among pastoral musicians, and (3) investigate the relationship between pastoral musicians’ burnout and religious coping. In 2021, an online questionnaire designed to assess burnout among pastoral musicians was disseminated via email to members of the Hymn Society of North America and via social media to collect data from pastoral music directors in the United States. The survey yielded N = 1,050 respondents. Of these, 83.8% experienced one or more symptoms of burnout (41.3% with low efficacy; 12.4% with high emotional exhaustion; 21.3% with high cynicism; 8.8% with burnout). Ineffectiveness was positively correlated with negative religious coping. Emotional exhaustion and cynicism were positively correlated with negative religious coping. This study contributes quantitative analysis to pastoral musician research. Findings demonstrate that burnout is prevalent among American pastoral musicians. More research is needed to investigate solutions for burnout among this population.Keywords: church musician, performance-related health problems (PRHPs), clergy, musicians’ health, performing arts health, burnout.
... As, ethical leaders establishes an environment where there is ethical guidance and justice thus the subordinates feel less stress from their leaders (Schwepker and Ingram, 2016). In addition, previous literature shows a negative association between ethical leadership and several job outcomes for instance, burnout, turnover intention, and workplace deviance (Ali et al., 2021;Bedi et al., 2016;Hoang et al., 2023). Previous literature also shows a negative association between ethical leadership and job stress (Schwepker and Ingram, 2016). ...
Purpose
This paper aims to investigate how employees’ perception of the ethical conduct of their leaders affects their level of job stress and job satisfaction in the restaurant industry, specifically in the context of Pakistan. Therefore, this research investigated the relationship between ethical leadership and job satisfaction, and job stress as a mediator between ethical leadership and job satisfaction.
Design/methodology/approach
This research is based on a quantitative method, employed a survey strategy, utilized a cross-sectional research design, and data was collected using a convenient sampling technique. In all, 236 questionnaires from the front-line employees of the restaurants were used for data analysis. Initially, normality (univariate and multivariate), demographic description, descriptive analysis and common method bias were computed using Statistical Package for Social Sciences (SPSS v23) software. Moreover, direct and indirect effects were conducted using SmartPLS v3 software.
Findings
Results of this research indicate a (i) negative relationship between ethical leadership and job stress, (ii) positive relationship between ethical leadership and job satisfaction, (iii) negative relationship between job stress and job satisfaction and (iv) job stress play a mediating role in the relationship between ethical leadership and job satisfaction.
Research limitations/implications
This study highlights several theoretical and practical implications, thereby providing more insight into how job satisfaction can be maximized in the restaurants of Pakistan.
Originality/value
This research is novel, as it highlights the direct and indirect effect of ethical leadership behavior on job satisfaction, specifically in the context of the restaurants of Pakistan.
... To this end, corporate leaders can influence different employee outcomes by providing different resources to the employees, which limits the burnout risk of employees (Kanste et al., 2007;Arnold et al., 2015). Especially ethical leadership style to predict employee burnout was recently discussed (Mo and Shi, 2017;Ali et al., 2021). ...
Hospitality is at a crossroads. While the growth and developmental indicators in this sector show economic potential, the rising employee burnout rate is a serious challenge to hospitality management. Literature suggests that an ethical leader can reduce employee burnout significantly. Although hospitality employees face a higher risk of burnout than other service segments, shockingly, past leadership studies did not focus on how ethical leaders in a hospitality organization may reduce the risk of burnout. Therefore, we conducted this research to explore ethical leadership-burnout relationships in the hospitality sector with the mediating effects of subjective wellbeing and employee resilience. A questionnaire was provided to employees in different hotel organizations (n = 346). Structural equation modeling was employed for hypothesis testing. The statistical evidence supported the theoretical assumptions that ethical leadership negatively predicts employee burnout, and subjective wellbeing and resilience mediate this relationship. The outcomes of this study suggest different theoretical and social implications. For example, the findings indicate the effectiveness of ethical leadership in reducing employee burnout in the hospitality sector. Several other implications have been discussed in detail.
The purpose of this research is to examine the effect of Training and Development (T&D) on job performance, with turnover intention as a mediating factor, in public sector universities of Khyber-Pakhtunkhwa, Pakistan. This research aims to provide insights into how T&D influences faculty performance both directly and indirectly through turnover intention, contributing to a deeper understanding of employee retention and performance enhancement in the higher education sector. With the convenience sampling technique, data was collected and the sample size was 211. Correlation and regression analysis were used to examine the hypothesized model. The findings of this study show (a) a positive association between T&D and job performance, (b) a negative relationship between T&D and turnover intention, (c) a negative association between turnover intention and job performance, (d) turnover intention plays a mediating role between T&D and job performance. The current study shows that top management and policymakers of the public sector universities need to focus on providing continuous training and development programs, thereby, minimizing the levels of turnover intentions and, ultimately, enhancing the employees' job performance. Lastly, limitations and future research suggestions are provided.
يهدف البحث إلى التعرف على دور القيادة الأخلاقية في تعزيز الاستدامة الاستراتيجية، إذ ركز البحث على عينة من الكادر التدريسي لجامعة الكوفة، وتم صياغة مشكلة البحث كالاتي: "يتأثر ظهور وتعزيز الاستدامة الاستراتيجية بشكل مباشر بمستوى القيادة الأخلاقية في المؤسسة المبحوثة"، ولغرض استكمال متطلبات البحث ومن أجل تمثيل مجتمع البحث المستهدف، تم اعتماد أسلوب العينة العشوائية، إذ تم توزيع (270) استمارة استبيان بصورة مباشرة على عينة من الكادر التدريسي لجامعة الكوفة، وتم استرجاع (240) استمارة صالحة للتحليل الإحصائي وبمعدل استجابة (89%)، وتم تحليل البيانات التي تم جمعها باستخدام مجموعة من الاختبارات الإحصائية المتوفرة في البرنامجين الإحصائيين SPSS V.26 وSmart PLS v.3.3.2. وتوصل الباحث الى وجود فجوة معرفية لتوضيح طبيعة العلاقة بين مُتغيرات البحث في المؤسسات بشكل عام وجامعة الكوفة بشكل خاص.
In today’s dynamic world, higher education plays a vital role in the development of societies and in the socio-economic development of countries. In this context, many developed nations invest in the development of teaching faculty in the universities by improving their emotional intelligence and job performance. This research intends to construct a model for investigating the relationship between Emotional Intelligence and its key dimensions and job performance in public sector management schools of Pakistan. In Pakistan, there are 77 management schools with 1247 regular employees. The proposed model has one primary and four secondary hypotheses. In this proposed model, stratified random sample is employed. The teaching faculty is divided into 4 strata: professor, associate professor, assistant professor and lecturer. Data was collected from 305 randomly selected respondents from the target population through personally administered and officially emailed questionnaires in order to test the hypothesized model. In the study, regression model is employed using SPSS 2.1 software to test the hypotheses. Results shows positive and significant relationship of Emotional Intelligence with its four dimensions: Self-Emotion Appraisal, Other-Emotion Appraisal, Self-Emotion Regulation, and Other Emotion Regulation, with Job Performance. The research has addressed the existing gap on scarcity of research on Emotion Intelligence with its key dimensions, in the public sector universities and the management schools as a target population. Moreover, this research also has some limitations. The research findings have both theoretical and practical implications. In order to foster job performance, the study recommends the creation and promotion of an organizational environment wherein faculty members could share their workplace emotions with ease and interest. Lastly, suggestions for further research are provided.
The increase in deviant workplace behavior within organizations is compelling scholars and practitioners to find an appropriate solution to control this dilemma. Therefore, this research attempts to investigate the association between ethical leadership and workplace deviance, with employees’ trust as a mediator in the relationship between ethical leadership and workplace deviance in the public sector hospitals of Khyber Pakhtunkhwa (KPK), Pakistan. This research utilized survey strategy, with a quantitative method using a cross-sectional design, applied convenient sampling technique and usable questionnaires were 202 from the understudy sector. Furthermore, the Statistical Package for Social Sciences (SPSS) was utilized to screen the data. SPSS was further used for computing preliminary data analysis, for instance, normality, reliability, standard deviation, mean, and frequencies for each construct. Furthermore, correlation and regression analyses were conducted. This study found (a) a negative and significant association between ethical leadership and workplace deviance, (b) a positive and significant relationship between ethical leadership and employees’ trust (c) a negative and significant association between employees’ trust and workplace deviance, and (d) that employees’ trust mediates between the relationship of ethical leadership and workplace deviance. Therefore, this study highlights several theoretical and practical implications and provides further insight into how workplace deviance can be controlled specifically in the public sector hospitals of KPK. Lastly, limitations and suggestions for future researches are provided.
Servant leadership is considered as an important leadership style since last two decades. As several leadership styles are known to have significant characteristics, but due to the key characteristics of servant leadership approach, it has acquired a great attention of the scholars and practitioners. Therefore, recently scholars are increasingly interested in the role of servant leadership towards employees' loyalty. However, limited empirical research exists regarding the relationship between servant leadership and employees' loyalty. Specifically, in the Pakistani context, research on the understudy constructs is still in its infancy. Thus, this study examines servant leadership behavior in the educational sector to uncover its impact on employees' loyalty. This study identified five crucial factors of servant leadership approach that affects the faculty loyalty in university that are: emotional healing, altruistic calling, wisdom, organizational stewardship and persuasive mapping. This study was conducted in private sector universities of Peshawar, Pakistan. A survey was conducted using cross-sectional research design under probability sampling and a total of 270 questionnaires were collected. Data was analyzed using descriptive statistics, Pearson's correlation, factor analysis and multiple regressions. This study found that servant leadership has a positive and significant relationship with employees' loyalty. Lastly, the results show that emotional healing, altruistic calling, wisdom, organizational stewardship and persuasive mapping affects the faculty loyalty in universities of Pakistan.
Purpose
The purpose of this paper is to investigate the effect of ethical leadership on the burnout process among resident physicians, and the mediating roles of general self-efficacy and perceived supervisor support (PSS) in the relationship between ethical leadership behavior and various aspects of burnout.
Design/methodology/approach
A total of 203 residents of three teaching hospitals in the South Atlantic Division of the USA completed the Maslach Burnout Inventory-Human Services Survey, the General Self-Efficacy Scale, and Survey of Perceived Supervisor Support and rated the ethical leadership of their supervising attending physicians on the Ethical Leadership Scale. Confirmatory factor analysis and path analysis were conducted to test the measurement and hypothesized structural models.
Findings
The results showed that ethical leadership had a negative indirect effect on emotional exhaustion through PSS and a positive indirect effect on personal accomplishment through general self-efficacy. However, PSS and general self-efficacy did not mediate the relationship between ethical leadership and depersonalization.
Originality/value
This study adds to the body of knowledge on the impact of ethical leadership on three aspects of burnout syndrome, i.e., emotional exhaustion, depersonalization and personal accomplishment. Moreover, this is the first study to consider PSS and general self-efficacy as intervening variables to the ethical leadership-burnout relationship.
Burnout has been disproportionally reported in child protection social work. This paper presents data from 162 child protection staff in Northern Ireland, assessed for burnout using the Maslach Burnout Inventory. Path models were estimated, based on an extension of the two-process demands and values model (Leiter, ) to include additional measures of resilience using the Resilience Scale-14, as well as perceived rewards and sense of community from the Areas of Work Life Scale (Leiter, ). Optimal model fit was achieved by modelling resilience as a mediator of the relationship between organizational factors of control and value congruence and burnout. Resilience also directly predicted emotional exhaustion (β = -.23, p < .005) and personal accomplishment (β = .46, p < .001). Workload was the strongest direct predictor of emotional exhaustion (β = -.54, p < .001). Adding perceived rewards to extend the two-process model resulted in moderate associations with control (β = .44, p < .001), workload (β = .26, p < .005), fairness (β = .40, p < .001), and values (β = .32, p < .001). In the final model, resilience is modelled as both an outcome of some organizational factors whilst also making a unique direct contribution to explaining burnout alongside other organizational factors. Other pathways and mediating relationships are reported and further research directions discussed.
Purpose – The purpose of this paper is to investigate how leader integrity and ethical leadership can
influence trust in the leader and employee work engagement.
Design/methodology/approach – Data were collected using an electronic web-based questionnaire
completed by 204 employees from various business organisations. Data were analysed by means of item
analysis and confirmatory factor analysis conducted via structural equation modelling.
Findings – High levels of reliability were found for the measurement scales. Good model fit was
demonstrated for the measurement and structural models. Empirical support was found for all the postulated
relationships in the structural model.
Originality/value – This study is the first to analyse the joint relationships between leader integrity and
work engagement through the mediating role of ethical leadership (i.e. moral management) and trust in the
leader. The findings emphasise the key role played by ethical leaders in creating an ethical and trusting work
climate conducive for employee engagement.
This article intends to examine the role of leadership styles (transformational, transactional, and laissez-faire) and employees’ trust toward organizational change capacity (OCC). Data were collected from a convenient sample of managers, coordinators, officers, community facilitators, social organizers, and activists through questionnaires. A total of 250 respondents were sent questionnaire, usable questionnaires were 204. Results revealed positive and significant relationship between transformational leadership and employees’ trust. Moreover, an insignificant relationship was found between transactional leadership and employees’ trust, whereas laissez-faire and employees’ trust were found to be negatively associated. Findings of the study also depicted a positive and significant relationship of transformational leadership and transactional leadership with OCC. However, laissez-faire was negatively associated with OCC. Results also revealed that employees’ trust mediates the relationship between leadership styles (transformational and laissez-faire) and OCC. However, employees’ trust did not mediate the relationship between transactional leadership and OCC. Finally, implications and suggestions for future research are provided.
This article examines the effects of transformational leadership of supervisors and the sense of calling on job burnout among special education teachers. A total of 256 special education teachers completed the Maslach Burnout Inventory and rated their supervisors on the Multifactor Leadership Questionnaire. The results reveal that transformational leadership was negatively related to emotional exhaustion and depersonalization and positively related to personal accomplishment. Moreover, the present study indicates that the relationship between transformational leadership and teachers’ burnout was mediated by the sense of calling. This finding suggests that transformational leadership indirectly affects job burnout by developing a sense of calling in followers or helping them find meaning and purpose in their experiences through transformational leadership behaviors, which can ultimately protect followers from being exposed to emotional exhaustion and depersonalization and enhance the feeling of personal accomplishment.
Purpose
Over the years, increased level of deviant behavior among the employees of public sector organizations has been observed. The situation is worst in the public healthcare sector of Pakistan, where numerous incidents of employee deviant behavior have been reported recently. This scenario is compelling scholars and practitioners to find appropriate solutions to address this issue. As previous literature lacks empirical evidence regarding the role of ethical leadership in establishing an ethical climate in order to minimize workplace deviance in the public healthcare sector. Thus, to fill this gap, the purpose of this paper is to investigate the effect of organizational ethical climate as a mediator in the relationship between ethical leadership and workplace deviance in public healthcare sector of Pakistan.
Design/methodology/approach
This study employed survey strategy, using quantitative method with a cross-sectional research design, and with multi-stage sampling technique. Two hundred and eighty nine usable questionnaires were collected from doctors and nurses. Further, Structural Equation Modeling was conducted in order to test the hypothesized model and determine the direct and indirect effects.
Findings
Results of this study revealed that ethical leadership negatively influenced workplace deviance. Ethical leadership was further found to have a positive effect on ethical climate. Moreover, the ethical climate had a negative relationship with workplace deviance. Finally, ethical climate mediated the relationship between ethical leadership and workplace deviance.
Originality/value
This study identified the significance of ethical leadership behavior which assists in establishing an ethical organizational climate leading towards less likelihood of the emergence of workplace deviance.
Introduction:
Decrease in the organizational trust level of nurses, leads to increase turnover rate of nurses, causes an increase in workload, causes a decrease in motivation and quality of patient care. The results caused by the lack of organizational trust is important for both individuals and organizations.
Aim:
To investigate the relationship between nurses' organizational trust and burnout level.
Method:
This descriptive and relational study is carried out at an university hospital with 155 nurses who were agreed to participate. Data were collected with Identifying Information Form, Organizational Trust Inventory and Maslach Burnout Inventory. Data were analyzed with numbers, percentage, mean standard deviation, spearman correlation analysis and multiple linear regression.
Findings:
A negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in employer level (r = 0.304, p < 0.01) and trust in institution level (r = 0.335, p < 0.01); a negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in colleagues level (r = 0.240, p < 0.01); between depersonalization level and trust in employer level (r = 0.315, p < 0.01); between depersonalization level and trust in colleagues level (r = 0.282, p < 0.01); between reduced personal accomplishment level and trust in employer level (r = 0.238, p < 0.01).
Results:
It was concluded that there was a statistically significant relationship between the nurses' organizational trust level and burnout level. In addition, organizational trust was a significant predictor of emotional exhaustion, depersonalization and reduced personal accomplishment level.