•  
  •  
 

Abstract

Nurses are the frontline of healthcare services and have faced increasing work pressure during the COVID-19 pandemic. In this context, nurse loyalty becomes a crucial factor for the sustainability of healthcare organizations. This study aims to analyze the influence of ethical leadership on employee loyalty by examining the mediating roles of psychological contract and work-family conflict. A total of 145 nurses participated in this study. Data were analyzed using a quantitative approach through Structural Equation Modeling (SEM) with the assistance of Lisrel 8.80. The findings reveal that ethical leadership has a positive effect on both employee loyalty and psychological contract. However, psychological contract and work-family conflict were not found to mediate the relationship between ethical leadership and employee loyalty. These results highlight the importance of ethical leadership in fostering nurse loyalty, although the tested mediating variables did not significantly contribute to the relationship.

References

Abdullah, M. I., Huang, D., Sarfraz, M., & Sadiq, M. W. (2021). Service Innovation in Human Resource Management During COVID-19: A Study to Enhance Employee Loyalty Using Intrinsic Rewards. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.627659

Artigiani R. (2005). Leadership and uncertainty: complexity and the lessons of history. Futures

Asatiani, A., Hämäläinen, J., Penttinen, E., & Rossi, M. (2021). Constructing continuity across the organisational culture boundary in a highly virtual work environment. Information Systems Journal, 31(1), 62–93. https://doi.org/10.1111/isj.12293

Barker, A. (2021). The Delta variant is pushing the western Pacific region to the brink. In the Philippines, nurses are walking away. Retrieved November 25, 2021, from https://www.abc.net.au/news/2021-09-01/philippines-coronavirus-disaster/10041624

Belschak, F. D., den Hartog, D. N., & de Hoogh, A. H. B. (2018). Angels and Demons: The Effect of Ethical Leadership on Machiavellian Employees’ Work Behaviors. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.01082

Bergman, L., & Lukins, A. (2017). A qualitative study of the determinants for nurse turnover Analyzed from the theoretical perspective of the psychological contract (Dissertation). Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-214803

Berntson, E., Näswall, K., & Sverke, M. (2010). The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect. Economic and Industrial Democracy, 31(2), 215–230. https://doi.org/10.1177/0143831x09358374

Bharracharyya, D. K. (2007). Human Resource Research Methods (1st ed.). Oxford University Press.

Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134. https://doi.org/10.1016/j.obhdp.2005.03.002

Brown, M. E., & Mitchell, M. S. (2010). Ethical and Unethical Leadership: Exploring New Avenues for Future Research. Business Ethics Quarterly, 20(4), 583–616. https://doi.org/10.5840/beq201020439

Brown, M. E., & Treviño, L. K. (2014). Do Role Models Matter? An Investigation of Role Modeling as an Antecedent of Perceived Ethical Leadership. Journal of Business Ethics, 122(4), 587–598. https://doi.org/10.1007/s10551-013-1769-0

Chakraborty, I., & Maity, P. (2020). COVID-19 outbreak: Migration, effects on society, global environment and prevention. Science of The Total Environment, 728, 138882. https://doi.org/10.1016/j.scitotenv.2020.138882

Chen, Y. C., Guo, Y. L. L., Lin, L. C., Lee, Y. J., Hu, P. Y., Ho, J. J., & Shiao, J. S. C. (2020). Development of the Nurses’ Occupational Stressor Scale. International Journal of Environmental Research and Public Health, 17(2), 649. https://doi.org/10.3390/ijerph17020649

Cheong, M., Yammarino, F. J., Dionne, S. D., Spain, S. M., & Tsai, C. Y. (2019). A review of the effectiveness of empowering leadership. The Leadership Quarterly, 30(1), 34–58. https://doi.org/10.1016/j.leaqua.2018.08.005

Chrobot-Mason, D.L. (2003), “Keeping the promise: psychological contract violations for minority employees”, Journal of Managerial Psychology, Vol. 18 No. 1, pp. 22-45.

Chyung, S. Y. Y., Roberts, K., Swanson, I., & Hankinson, A. (2017). Evidence-Based Survey Design: The Use of a Midpoint on the Likert Scale. Performance Improvement, 56(10), 15–23. https://doi.org/10.1002/pfi.21727

Conway, N., Guest, D., & Trenberth, L. (2011). Testing the differential effects of changes in psychological contract breach and fulfillment. Journal of Vocational Behavior, 79(1), 267–276. https://doi.org/10.1016/j.jvb.2011.01.003

de Hauw, S., & de Vos, A. (2010). Millennials’ Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations? Journal of Business and Psychology, 25(2), 293–302. https://doi.org/10.1007/s10869-010-9162-9

de Hoogh, A. H., & den Hartog, D. N. (2008). Ethical and despotic leadership, relationships with leader’s social responsibility, top management team effectiveness and subordinates’ optimism: A multi-method study. The Leadership Quarterly, 19(3), 297–311. https://doi.org/10.1016/j.leaqua.2008.03.002

den Hartog, D. N., & Belschak, F. D. (2012). Work Engagement and Machiavellianism in the Ethical Leadership Process. Journal of Business Ethics, 107(1), 35–47. https://doi.org/10.1007/s10551-012-1296-4

Eisenbeiss, S.A. and Giessber, S.R. (2012), “The emergence and maintenance of ethical leadership in organizations: a question of embeddedness?”, Journal of Personnel Psychology, Vol. 11 No. 1, pp. 7-19.

Eissa, G., & Wyland, R. (2018). Work-Family Conflict and Hindrance Stress as Antecedents of Social Undermining: Does Ethical Leadership Matter? Applied Psychology, 67(4), 645–654. https://doi.org/10.1111/apps.12149

Epitropaki, O., Sy, T., Martin, R., Tram-Quon, S., & Topakas, A. (2013). Implicit Leadership and Followership Theories “in the wild”: Taking stock of information-processing approaches to leadership and followership in organizational settings. The Leadership Quarterly, 24(6), 858–881. https://doi.org/10.1016/j.leaqua.2013.10.005

Fehr, R., Yam, K. C. S., & Dang, C. (2015). Moralized Leadership: The Construction and Consequences of Ethical Leader Perceptions. Academy of Management Review, 40(2), 182–209. https://doi.org/10.5465/amr.2013.0358

Freire, C., & Bettencourt, C. (2020). Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict. Leadership & Organization Development Journal, 41(2), 319–330. https://doi.org/10.1108/lodj-07-2019-0338

Gardner, F. L., Moore, Z. E., & Marks, D. R. (2014). Rectifying Misconceptions: A Comprehensive Response to “Some Concerns About the Psychological Implications of Mindfulness: A Critical Analysis.” Journal of Rational-Emotive & Cognitive-Behavior Therapy, 32(4), 325–344. https://doi.org/10.1007/s10942-014-0196-1

Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of Race on Organizational Experiences, Job Performance Evaluations, and Career Outcomes. Academy of Management Journal, 33(1), 64–86. https://doi.org/10.5465/256352

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited, 1(2).

Hair Jr, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th Ed). Cengage Learning EMEA.

Hansen, S. D., Alge, B. J., Brown, M. E., Jackson, C. L., & Dunford, B. B. (2013). Ethical Leadership: Assessing the Value of a Multifoci Social Exchange Perspective. Journal of Business Ethics, 115(3), 435–449. https://doi.org/10.1007/s10551-012-1408-1

Hassan, S., Wright, B. E., & Yukl, G. (2014). Does Ethical Leadership Matter in Government? Effects on Organizational Commitment, Absenteeism, and Willingness to Report Ethical Problems. Public Administration Review, 74(3), 333–343. https://doi.org/10.1111/puar.12216

Hill, E., Ferris, M., & Märtinson, V. (2003). Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life. Journal of Vocational Behavior, 63(2), 220–241. https://doi.org/10.1016/s0001-8791(03)00042-3

Jordan, J., Brown, M. E., Treviño, L. K., & Finkelstein, S. (2013). Someone to look up to: Executive–follower ethical reasoning and perceptions of ethical leadership. Journal of management, 39(3), 660-683.

Kahn, R.L., Wolfe, D.M., Quinn, R., Snoek, J. D. and Rosenthai, R.A. (1964), Organizational stress. Wiley.

Karakaş, A., & Tezcan, N. (2019). The relation between work stress, work-family life conflict and worker performance: A research study on hospitality employees. European Journal of Tourism Research, 21, 102-118.

Kanungo, R. N., & Mendonca, M. (2001). Kepemimpinan dan tata kelola yang etis dalam organisasi: Pembukaan. Jurnal Ilmu Administrasi Kanada/Revue Canadienne des Sciences de l'Administration, 18(4), 241-24.

Kouzes, J. M., & Posner, B. Z. (1992). Ethical leaders: An essay about being in love. Journal of Business Ethics, 11(5–6), 479–484. https://doi.org/10.1007/bf00870559

Loi, R., Lam, L. W., & Chan, K. W. (2012). Coping with Job Insecurity: The Role of Procedural Justice, Ethical Leadership and Power Distance Orientation. Journal of Business Ethics, 108(3), 361–372. https://doi.org/10.1007/s10551-011-1095-3

Major, D. A., & Lauzun, H. M. (2010). Equipping managers to assist employees in addressing work-family conflict: Applying the research literature toward innovative practice. The Psychologist-Manager Journal, 13(2), 69–85. https://doi.org/10.1080/10887151003761275

Makaroff, K. S., Storch, J., Pauly, B., & Newton, L. (2014). Searching for Ethical Leadership in Nursing. Nursing Ethics, 21(6), 642–658. https://doi.org/10.1177/0969733013513213

Mallette, C. (2011). Nurses’ Work Patterns: Perceived Organizational Support and Psychological Contracts. Journal of Research in Nursing, 16(6), 518–532. https://doi.org/10.1177/1744987111422421

Malhotra, N. (2011). Basic Marketing Research (4th ed.). Pearson.

Meghana, J., & Vijaya, R. (2019). E-leadership, Psychological Contract and Real-time Performance Management: Remotely Working Professionals. SCMS Journal of Indian Management, 16(3), 101-111.

Mo, S., & Shi, J. (2017). Linking Ethical Leadership to Employee Burnout, Workplace Deviance and Performance: Testing the Mediating Roles of Trust in Leader and Surface Acting. J Bus Ethics 144, 293–303

Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81(4), 400–410. https://doi.org/10.1037/0021-9010.81.4.400

Neubert, M.J. Wu, C. and Roberts, J.A. (2013). The influence of ethical leadership and regulatory focus on employee outcomes. Business Ethics Quarterly, Vol. 23 No. 2, pp. 269-296.

Niehoff, B. P., Moorman, R. H., Blakely, G., & Fuller, J. (2001). The Influence of Empowerment and Job Enrichment on Employee Loyalty in a Downsizing Environment. Group & Organization Management, 26(1), 93–113. https://doi.org/10.1177/1059601101261006

Palanski, M., Avey, J. B., & Jiraporn, N. (2014). The Effects of Ethical Leadership and Abusive Supervision on Job Search Behaviors in the Turnover Process. Journal of Business Ethics, 121(1), 135–146. https://doi.org/10.1007/s10551-013-1690-6

Phuc, T. Q. B., Parveen, K., Tran, D. T. T., & Nguyen, D. T. A. (2021). The linkage between ethical leadership and lecturer job satisfaction at a private higher education institution in Vietnam. Journal of Social Sciences Advancement, 2(2), 39–50. https://doi.org/10.52223/jssa21-020202-12

Prottas, D. J. (2013). Relationships Among Employee Perception of Their Manager’s Behavioral Integrity, Moral Distress, and Employee Attitudes and Well-Being. Journal of Business Ethics, 113(1), 51–60. https://doi.org/10.1007/s10551-012-1280-z

Qing, M., Asif, M., Hussain, A., & Jameel, A. (2020). Exploring the impact of ethical leadership on job satisfaction and organizational commitment in public sector organizations: the mediating role of psychological empowerment. Review of Managerial Science, 14(6), 1405–1432. https://doi.org/10.1007/s11846-019-00340-9

Rahimpour, K., Shirouyehzad, H., Asadpour, M., & Karbasian, M. (2020). A PCA-DEA method for organizational performance evaluation based on intellectual capital and employee loyalty. Journal of Modelling in Management, 15(4), 1479–1513. https://doi.org/10.1108/jm2-03-2019-0060

Restubog, S. L. D., Scott, K. L., & Zagenczyk, T. J. (2011). When distress hits home: The role of contextual factors and psychological distress in predicting employees’ responses to abusive supervision. Journal of Applied Psychology, 96(4), 713–729. https://doi.org/10.1037/a0021593

Rice, B., Knox, K., Rice, J., Martin, N., Fieger, P., & Fitzgerald, A. (2017). Loyal employees in difficult settings. Personnel Review, 46(8), 1755–1769. https://doi.org/10.1108/pr-05-2016-0124

Ritchie, H. (2021). Coronavirus Pandemic (COVID-19) - the data - Statistics and Research. Our World in Data. https://ourworldindata.org/coronavirus-data

Robinson, S. L. (1996). Trust and breach of psychological contract. Administrative Science Quarterly, 41, 574–599.

Santos, M. C., Coelho, F., Gomes, J. F., & Sousa, C. M. (2019). Personal values and the features of psychological contracts. International Journal of Organizational Analysis, 27(4), 1111–1123. https://doi.org/10.1108/ijoa-08-2018-1507

Sharma, S. (1996). Applied multivariate techniques. New York: John Wiley & Sons. Inc.

Singapore: WHO Coronavirus Disease (COVID-19) Dashboard With Vaccination Data. (n.d.). Retrieved from https://covid19.who.int/region/wpro/country/sg/

Smith, T. D., Hughes, K., DeJoy, D. M., & Dyal, M. A. (2018). Assessment of relationships between work stress, work-family conflict, burnout and firefighter safety behavior outcomes. Safety Science, 103, 287–292. https://doi.org/10.1016/j.ssci.2017.12.005

Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies, 7(1), 129–146. https://doi.org/10.1108/sajbs-02-2017-0018

Sorongan, T. (2021). Covid-19 Mengganas, Nakes Singapura Ramai-Ramai Mundur. Retrieved November 25, 2021, from https://www.cnbcindonesia.com/news/20211101200636-4-288213/covid-19-mengganas-nakes-singapura-ramai-ramai-mundur

Steinbauer, R., Renn, R. W., Taylor, R. R., & Njoroge, P. K. (2014). Ethical Leadership and Followers’ Moral Judgment: The Role of Followers’ Perceived Accountability and Self-leadership. Journal of Business Ethics, 120(3), 381–392. https://doi.org/10.1007/s10551-013-1662-x

Stone, D. L., & Dulebohn, J. H. (2016). Human Resource Management Theory and Research on New Employment Relationships (Research in Human Resource Management). Charlotte, North Carolina: Information Age Publishing.

Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: PT Alfabet.

Treviño, L. K., Hartman, L. P., & Brown, M. (2000). Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership. California Management Review, 42(4), 128–142. https://doi.org/10.2307/41166057

Tseng, L. M., & Wu, J. Y. (2017). How can financial organizations improve employee loyalty? The effects of ethical leadership, psychological contract fulfillment and organizational identification. Leadership & Organization Development Journal, 38(5), 679–698. https://doi.org/10.1108/lodj-07-2015-0142

Wilson, S. (2020). Pandemic leadership: Lessons from New Zealand’s approach to COVID-19. Leadership, 16(3), 279–293. https://doi.org/10.1177/1742715020929151

Wijanto, S. H. (2008). SEM dengan Lisrel 8.8. Yogyakarta: PT. Graha Ilmu.

Wijanto, S. H. (2015). Metode penelitian menggunakan Structural Equation Modeling dengan LISREL 9. Jakarta: Lembaga Penerbit FEUI.

Yukl, G.A., & Gardner. W.L. (2020). Leadership in Organization, Global Edition. Pearson Education Limited. England

Yukl, G., & Mahsud, R. (2010). Why flexible and adaptive leadership is essential. Consulting Psychology Journal: Practice and Research, 62(2), 81–93. https://doi.org/10.1037/a0019835

Yukl, G., Mahsud, R., Hassan, S., & Prussia, G. E. (2011). An Improved Measure of Ethical Leadership. Journal of Leadership & Organizational Studies, 20(1), 38–48. https://doi.org/10.1177/1548051811429352

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

Zhou, J., & Zhang, K. (2021). Effect of ethical nurse leaders on subordinates during pandemics. Nursing Ethics. https://doi.org/10.1177/09697330211030673

Bahasa Abstract

Perawat merupakan garda terdepan dalam pelayanan kesehatan yang menghadapi tekanan kerja semakin tinggi selama pandemi COVID-19. Dalam situasi tersebut, loyalitas perawat menjadi faktor krusial bagi keberlangsungan organisasi kesehatan. Penelitian ini bertujuan menganalisis pengaruh ethical leadership terhadap employee loyalty dengan menelaah peran mediasi psychological contract dan work-family conflict. Sebanyak 145 perawat berpartisipasi dalam penelitian ini. Data dianalisis menggunakan pendekatan kuantitatif melalui metode Structural Equation Modeling (SEM) dengan bantuan perangkat lunak Lisrel 8.80. Hasil penelitian menunjukkan bahwa ethical leadership berpengaruh positif terhadap employee loyalty dan psychological contract. Namun, psychological contract dan work-family conflict tidak terbukti berperan sebagai mediator dalam hubungan antara ethical leadership dan employee loyalty. Temuan ini menegaskan pentingnya penerapan kepemimpinan etis dalam memperkuat loyalitas perawat, meskipun variabel mediasi yang diuji belum memberikan kontribusi signifikan dalam hubungan tersebut.

Download

Share

COinS