Zooming into paternalistic leadership: evidence from high power distance culture

被引:13
作者
Islam, Talat [1 ]
Sharif, Saleha [1 ]
Ali, Hafiz Fawad [2 ]
Jamil, Saqib [2 ]
机构
[1] Univ Punjab, Inst Business Adm, Lahore, Pakistan
[2] Univ Okara, Dept Management Sci, Okara, Pakistan
关键词
Benevolent leadership; Moral leadership; Authoritarian leadership; Job satisfaction; Turnover intention; Perceived organizational support; PERCEIVED ORGANIZATIONAL SUPPORT; ETHICAL LEADERSHIP; TURNOVER INTENTION; LEARNING CULTURE; MEMBER EXCHANGE; MODERATING ROLE; MEDIATING ROLE; BENEVOLENT LEADERSHIP; AUTHENTIC LEADERSHIP; SUPERVISOR SUPPORT;
D O I
10.1108/EJMBE-05-2021-0149
中图分类号
F [经济];
学科分类号
02 ;
摘要
PurposeNurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention.Design/methodology/approachThe authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis.FindingsStructural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention.Research limitations/implicationsThe authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test.Originality/valueThis study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture. (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic),(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic),(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic).(sic)(sic)(sic)(sic)/(sic)(sic)/(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)374(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic).(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic),(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic)(sic)(sic)(sic)/(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic) (Harman) (sic)(sic)(sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).(sic)(sic)(sic)(sic)(sic)(sic)/(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic) ((sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)) (sic)(sic), (sic)(sic)(sic)(sic)(sic), (sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic),(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic)(sic).
引用
收藏
页码:505 / 525
页数:21
相关论文
共 125 条
  • [1] How commitment and satisfaction explain leave intention in police force?
    Ahmad, Rashid
    Islam, Talat
    Saleem, Saima
    [J]. POLICING-AN INTERNATIONAL JOURNAL OF POLICE STRATEGIES & MANAGEMENT, 2019, 42 (02) : 195 - 208
  • [2] Managing bullying in the workplace: a model of servant leadership, employee resilience and proactive personality
    Ahmad, Saima
    Islam, Talat
    Sohal, Amrik Singh
    Cox, Julie Wolfram
    Kaleem, Ahmad
    [J]. PERSONNEL REVIEW, 2021, 50 (7-8) : 1613 - 1631
  • [3] Promoting green behavior through ethical leadership: a model of green human resource management and environmental knowledge
    Ahmad, Saima
    Islam, Talat
    Sadiq, Misbah
    Kaleem, Ahmad
    [J]. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL, 2021, 42 (04) : 531 - 547
  • [4] Perceived organizational support and its outcomes A meta-analysis of latest available literature
    Ahmed, Ishfaq
    Nawaz, Muhammad Musarrat
    Ali, Ghulam
    Islam, Talat
    [J]. MANAGEMENT RESEARCH REVIEW, 2015, 38 (06): : 627 - 639
  • [5] Enhancing nurses well-being through managerial coaching: a mediating model
    Ali, Muhammad
    Islam, Talat
    Ali, Fouzia Hadi
    Raza, Basharat
    Kabir, Golam
    [J]. INTERNATIONAL JOURNAL OF HUMAN RIGHTS IN HEALTH CARE, 2021, 14 (02) : 143 - 157
  • [6] Ansari M.A., 2004, LEADING HIGH GROWTH, P109
  • [7] Antecedents and outcomes of abusive supervision: Test of a trickle-down model
    Aryee, Samuel
    Chen, Zhen Xiong
    Sun, Li-Yun
    Debrah, Yaw A.
    [J]. JOURNAL OF APPLIED PSYCHOLOGY, 2007, 92 (01) : 191 - 201
  • [8] Authentic leadership development: Getting to the root of positive forms of leadership
    Avolio, BJ
    Gardner, WL
    [J]. LEADERSHIP QUARTERLY, 2005, 16 (03) : 315 - 338
  • [9] Paternalism towards conceptual refinement and operationalization
    Aycan, Z
    [J]. INDIGENOUS AND CULTURAL PSYCHOLOGY: UNDERSTANDING PEOPLE IN CONTEXT, 2006, : 445 - 466
  • [10] Convergence and divergence of paternalistic leadership: A cross-cultural investigation of prototypes
    Aycan, Zeynep
    Schyns, Birgit
    Sun, Jian-Min
    Felfe, Joerg
    Saher, Noreen
    [J]. JOURNAL OF INTERNATIONAL BUSINESS STUDIES, 2013, 44 (09) : 962 - 969