Studying and analyzing the impact of health- promoting leadership on employees’ intention to stay

Document Type : علمی - پژوهشی

Author

Assistant Professor, Department of Public Administration, Payame Noor University

Abstract

The physical and mental health of employees is an important and, at the same time, somewhat neglected topic in organizations of the present age. It seems that managers of organizations can, by directing their leadership style towards this, effect on shifting and leaving employees. The new issue addressed in leadership discussions is the concept of health- promoting leadership. The purpose of this study was to investigate the relationship between health- promoting leadership and employee intent to stay. This research is applied and in terms of data collection, descriptive and correlation type, and is specifically based on path analysis. The statistical population of this research includes all staff of the provincial headquarters of South Khorasan Electric Power Distribution Company, which was ranked 90 personnel according to the company's internal statistics. Sampling was done by simple random sampling. Morgan sampling table was used to estimate the sample size. The data collection tool is a questionnaire. For this purpose, a questionnaire used by Jimenez et al. (2016) was used to measure the health promoting leadership variable, and Hunt, Osborn and Martin (1981) questionnaires were used to measure the intention to stay. The results of the research hypothesis test indicate that the main hypothesis of the research on the impact of health- promoting leadership on worker's intention to stay was confirmed. Among the seven components of health- promoting leadership, only how employees control effected on their intention to stay and the impact of other health -promoting leadership components on employees’ intention to stay was not meaningful.

Keywords


  1. افجه، سیدعلی‏اکبر (1380)، مبانی فلسفی و تئوریهای رهبری و رفتار سازمانی، تهران: انتشارات سمت.
  2. افخمی اردکانی، مهدی و فرحی، رضا (1390)، فرهنگ، تعهد سازمانی و تمایل به ترک خدمت کارکنان دانشی، فصلنامه علوم مدیریت ایران، سال ششم، شماره 24، صص 24-1.
  3. الوانی، سیدمهدی (1390)، مدیریت عمومی، تهران: نشرنی.
  4. امیری، قاسم و محمدزاده، سیدمجتبی (1394)، بررسی عوامل موثر بر کاهش ترک خدمت کارکنان در سازمان‌های دولتی ایران، مدیریت فرهنگ سازمانی، دوره 13، شماره 2، صص 579-559.
  5. حسن زاده، ریحانه؛ سماواتیان، حسین؛ نوری، ابوالقاسم و حسینی، مهرداد (1391)، رابطه‏ی بین رفتارهای حمایتی مدیران با توانمند سازی و میل به ماندن در سازمان بهداشت و درمان صنعت نفت اصفهان، مجله تحقیقات نظام سلامت، سال هشتم، شماره هفتم، صص 1206 – 1215.
  6. داوری، ع. ؛ رضازاده، آ. (1392). مدلسازی معادلات ساختاری با نرمافزار PLS، چاپ دوم، تهران: انتشارات جهاد دانشگاهی.
  7. دلاور، علی و اسدی، رقیه (1394)، کاربرد مدلسازی معادلات ساختاری PLS در تبیین اثرات متغیرهای جمعیت شناختیبر هوش معنوی با میانجیگیری بهزیستی ذهنی، فصلنامه اندازه‌گیری تربیتی دانشگاه علامه طباطبایی، دوره ششم، شماره 22، صص 1-39.
  8. دلوی، محمدرضا و گنجی، مظاهر (1393)، بررسی اثرات رهبری اخلاقی بر استرس شغلی و قصد ترک خدمت پرستاران بیمارستان‏های دانشگاه علوم پزشکی شهرکرد، مجله دانشگاه علوم پزشکی شهرکرد، دوره 16، شماره 1، 128-121.
  9. رسولی، رضا و رشیدی، مهدی (1394)، طراحی و تبیین مدل حفظ و نگه داری کارکنان دانش پایه، فصلنامه پژوهش‌های مدیریت منابع انسانی دانشگاه جامع امام حسین ع، سال هفتم، شماره 1، صص 39- 55.
  10. رضائیان، علی (1380)، مدیریت رفتار سازمانی، تهران: انتشارات سمت.
  11. رضائیان، علی (1390)، مبانی سازمان و مدیریت، تهران: انتشارات سمت.
  12. سرمد، زهره؛ بازرگان، عباس و حجازی، الهه (1388)، روش‏های تحقیق در علوم رفتاری، تهران: انتشارات آگاه.
  13. سکاران، اوما (1390)، روش‏های تحقیق در مدیریت (محمد صائبی و محمود شیرازی، مترجمان)، تهران: مرکز آموزش مدیریت دولتی.
  14. طهماسبی، رضا؛ عباسی، داود؛ فتاحی، مهدی و یوسفی امیری مظاهر (1396)، بررسی تاثیر سازمانی رهبری خدمتگزار بر رفتار شغلی اعضای هیئت علمی و کارکنان دانشگاه زنجان، مدیریت فرهنگ سازمانی، دوره 15، شماره 1، صص 186- 165.
  15. عواطفی منفرد، احسان، مهداد، علی و میرجعفری، سید احمد (1391)، رابطه رهبری اخلاقی و سلامت روانشناختی محیط کار با اعتماد سازمانی، فصلنامه اخلاق در علوم و فناوری، سال هفتم، شماره 3، صص1-8.
  16. غلامحسینی، اسماعیل و اسماعیلی، احمدرضا (1390)، بررسی تاثیر تعهد سازمانی بر نگهداشت نیروی انسانی، فصلنامه منابع انسانی ناجا، شماره 23، صص 23-1.
  17. کاوه، جلیل؛ روزبه، علی مصطفی و احمدی ثریا (1390)، رابطه سبک‌های رهبری و میزان تمایل پرستاران به ماندن در بخش‌های تخصصی، نشریه دانشکده پرستاری و مامایی دانشگاه علوم پزشکی شهید بهشتی، دوره 21، شماره 75، صص 7-1.
  18. کرس ول، جان دبلیو (2009)، طرح پژوهش رویکردهای کیفی، کمی و ترکیبی، (علیرضا کیامنش و مریم دانای طوس، مترجمان)، تهران: انتشارات جهاد دانشگاهی واحد علامه طباطبایی.
  19. هومن، حیدرعلی (1388)، مدل‏یابی معادلات ساختاری با کاربرد نرم‏افزار لیزرل، تهران: سمت.
  20. Albrecht, S. L. & Andreetta, M. (2011). The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service worker: Test of a model. Leadership in Health Services, 24(3), 228-237.
  21. Anderson, Lorraine Elizabeth (2015), Relationship Between Leadership, Organizational Commitment, and Intent to Stay Among Junior Executives, Walden Dissertations and Doctoral Studies, Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration, Walden University.
  22. Armstrong, Geoff, President, (1999), Institute for personnel and Development, United kingdom.
  23. Barclay, D. , Higgins, C. , & Thompson, R. (1995). The partial least squares approach to causal modeling: personal computer adoption and use as an illustration, technological studies, 2(2), 285-309.
  24. Boyd, C. M. , Bakker, A. B. , Pignata, S. , Winefield, A. H. , Gillespie, N. , & Stough, C. (2011). A longitudinal test of the job demands-resources model among Australian University academics. Applied Psychology, 60, 112–140.
  25. Briscoe, Dennis (2008), talent management and The global learning organization, P. 195.
  26. Bussio, Stacy Katherine (2011), “Do employees’ perception of HR practices in South African firms affect their subsequent turnover destinations?” unpublished master’s thesis, University of the Witwatersrand, Johannesburg.
  27. Byrne, B. M. (2010). Structural Equation Modeling with AMOS Basic Concepts, applications, and Programming. New York: Taylor and Francis Group.
  28. Brandt, W. A. , Bielitz, C. J. , & Georgi, A. (2016). The impact of staff turnover and staff density on treatment quality in a psychiatric clinic. Frontiers in Psychology, 7, Article 457.
  29. Cowden, Tracy; Cummings, Greta G; Profetto-McGrath, Joanne (2011). Leadership practices and staff nurses’ intent to stay: A systematic review, Journal of Nursing Management 19(4):461-77.
  30. Chami-Malaeb, R. & Thomas, G. (2013). Talent and leadership development practices as drivers of intention to stay in Lebanese organizations: The mediating role of affective commitment. The International Journal of Human Resource Management, 24(21), 4046-4062.
  31. Chen, G. , Polyhart, R. E. , Cooper Thomas, H. & Bliese, P. D. (2011). The power of momentum: A new model of dynamic relationships between job satisfaction change and turnover intentions. Academy of Management Journal, 54, 159-181.
  32. Dutta, V. & Sahney, S. (2016), School leadership and its impact on student achievement. The International Journal of Educational Management, 30(6), 941-958.
  33. Eisenberger, R. , R. Huntington, S. Hutchinson, and D. Sowa (1986), perceived organizational support, Journal of Applied Psychology, 71: 500–7.
  34. Franke, F. , & Felfe, J. (2011). Diagnose gesundheitsförderlicher Führung – Das instrument
  35. “Health oriented Leadership” [Diagnosis of health-promoting leadership – The instrument
  36. “health oriented leadership”]. In B. Badura, A. Ducki, H. Schröder, J. Klose, & K. Macco
  37. (Eds. ), Fehlzeitenreport 2011, schwerpunkt führung und gesundheit [Absenteeism report -
  38. focus leadership and health] (pp. 3–13). Heidelberg: Springer.
  39. Furtado, L. C. D. R. , Maria, D. G. C. B. & Francisco, J. F. S. (2011). Leadership’s impact in turnover and career abandonment intention: The Azorean hospital nurses case. Hospital Topics, 89(3), 51-58.
  40. Galletta, M. , Portoghese, I. , & Battistelli, A. (2011). Intrinsic motivation, job autonomy and turnover intention in the Italian healthcare: The mediating role of affective commitment. Journal of Management Research, 3, 1-19.
  41. Hoert, Jennifer et al (2016), The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors, American Journal of Health Promotion, 5.
  42. Huang, J. , Li, W. , Qiu, C. , Yim, F. H. & Wan, J. (2016). The impact of CEO servant leadership on firm performance in the hospitality industry. International Journal of Contemporary Hospitality Management, 28(5), 945-968.
  43. Hunt, J. G. ; Osborn, R. N. , & Martin H. J. (1981), A multiple influence model of leadership (Technical report no. 520), Alexandria, Virginia: U. S. Army Research Institute for the Behavioral and Social Sciences.
  44. Lee, HF; Chiang, HY & Kuo, HT, (2019), Relationship between authentic leadership and nurses' intent to leave: The mediating role of work environment and burnout, J Nurs Manag. Jan;27(1):52-65.
  45. Iqbal, S. , & Hashmi, M. S. (2015). Impact of perceived organizational support on employee retention with mediating role of psychological empowerment. Pakistan Journal of Commerce and Social Sciences, 9, 18-34.
  46. Jimenez, Paul; Winklerand, Bianca and Dunkl, Anita (2016), Creating a healthy working environment with leadership: the concept of health-promoting leadership, The International Journal of human resource management, pp 1-19.
  47. Johari, Johanim, YEAN, Tan Fee; Adnan, Yahya, Zurina, Khulida, and Mohamad, Nassruddin Ahmad (2012), Promoting Employee Intention to Stay: Do Human Resource Management Practices Matter?, Int. Journal of Economics and Management 6(2):396 – 416.
  48. Kelloway, E. K. , & Barling, J. (2010). Leadership development as an intervention in occupational health psychology. Work & Stress, 24: 260-279
  49. Kelloway, E. K. , Turner, N. , Barling, J. , & Loughlin, C. (2012). Transformational leadership and employee psychological well-being: The mediating role of employee trust in leadership. Work & Stress, 26, 39–55.
  50. Kelloway E. Kevin et al. (2012), Transformational leadership and employee psychological well-being: The mediating role of employee trust in leadership, Work & Stress, Vol. 26, No. 1, 39-55.
  51. Klerk, S. & Marius, W. S. (2014). Leadership empowerment behavior, work engagement and turnover intention: The role of psychological empowerment. Journal of Positive Management, 5(3).
  52. Martin, P. , Salanova, M. , & Peiro, J. M. (2007). Job demands, job resources and individual innovation at work: Going beyond Karasek’s model? Psicothema, 19, 621–626.
  53. McKee, M. C. , Driscoll, C. , Kelloway, E. K. , & Kelley, E. (2011). Exploring linkages among transformational leadership, workplace spirituality and well-being in health care workers. Journal of Management, Spirituality and Religion, 8:233_255.
  54. Mike, T. (2015). How can organization retain IT personnel? Impact of IT manager’s leadership on IT personnel’s intention to stay. Information Systems Management, 32, 316-330.
  55. Moldogaziev, T. T. & Silvia, C. (2015). Fostering affective organizational commitment in public sector agencies: The significance of multifaceted leadership roles. Public Admin, 93, 557-575.
  56. Musinguzi, C. , Rutebemberwa, E. , Namale, L. & Dahal, A. (2017). The relationship between leadership styles and health worker motivation, teamwork and job satisfaction in health facilities in Uganda. BMJ Open, 7.
  57. Nahrgang, J. D. , Morgeson, F. P. , & Hofmann, D. A. (2011). Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes. Journal of Applied Psychology, 96, 71–94.
  58. Nascimento, T. T. , Porto, J. B. , and Kwantes, C. T. (2018). Transformational leadership and follower proactivity in a volunteer workforce. Nonprofit Manage. Leadersh. 28, 565–576.
  59. Nelson, Joel A. ; Daniels, Michael K. (2014), Leadership, Perceptions, and Turnover Intentions: Why Stay? Electronic Journal of Business Ethics and Organization Studies Vol. 19, No. 1.
  60. Newman, A. , Schwarz, G. , Cooper, B. & Sendjaya, S. (2017). How servant leadership influences organizational citizenship behavior: The roles of LMX, empowerment and proactive personality. Journal of Business Ethics, 145, 49-62.
  61. Ng, Xin Le; Choi, Sang Long & Soehod, Khairiah (2016), the Effects of Servant Leadership on Employee’s Job Withdrawal Intention, Asian Social Science; Vol. 12, No. 2.
  62. Phuong, Nguyen Ngoc Duy & Trang, Le Thi Huyen (2017), Factors Affecting Employee’s Intention to Stay through Organizational Commitment: Evidence from Big-Four Auditing Firms in Vietnam, Finance & Management Sciences (AP17Vietnam Conference) ISBN: 978-1-943579-61-7
  63. Hai Phong - Hanoi, Vietnam. 18-19, August 2017. Paper ID: V767.
  64. Prewitt, J. , Weil, R. , & McClure, A. (2011). Developing leadership in global and multicultural organizations. International Journal of Business & Social Science, 2, 13-20.
  65. Shore, Lynn McFarlane; Martin, Harry J. (1989), Job satisfaction and organizational commitment in relation to work performance and turnover intentions, Human Relations, Vol. 42, No. 7, 625-638.
  66. Singh, S. , & Dixit, P. K. (2011). Employee retention: The art of keeping the people who keep you in business. International Journal of Business and Management Research, 1,441-448.
  67. Wang,Rn; Hong, Tao; Barbara, J; Bowers, RN; Brown, Roger & Zhang, Yaging (2018), When nurse emotional intelligence matters: How transformational leadership influences intent to stay, Journal of Nursing Management, 26, 4, pp. 358-365.
  68. Wilson, N. A. (2015). Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital. Australian Health Review, 39(3), 290-294.