心理学
社会心理学
调解
调解
工作-家庭冲突
独创性
适度
人事变更率
离职意向
样品(材料)
联想(心理学)
旅游
溢出效应
工作满意度
工作(物理)
管理
政治学
机械工程
化学
色谱法
创造力
法学
经济
心理治疗师
微观经济学
工程类
作者
Naseer Abbas Khan,Waseem Bahadur,Muhammad Ramzan,Natalya Pravdina
出处
期刊:Leadership & organization development journal
[Emerald (MCB UP)]
日期:2024-01-04
标识
DOI:10.1108/lodj-02-2023-0099
摘要
Purpose The aim of this study is to look into the associations, both direct and indirect, between a leader empowering behavior and employee turnover intention. Additionally, this study examines the mediating effects of work–family conflict (WFC) and work–family spillover (WFS) in the association between a leader empowering behavior and employee turnover intention. This study also explored how perceived peer support (PPS) may have a moderating effect on these associations. Design/methodology/approach A time-lag approach was used in this study to collect data from the 228 participants that made up the sample. Both front-desk employees and their immediate supervisors were included in this sample, which came from diverse tourism enterprises in central China. The research design included two independent time waves that were separated by two months, making it easier to examine the way the variables of interest changed throughout that time. Findings The results showed that there is a significant impact of leadership behaviors on WFS, WFC and employee turnover intention. This study showed a significant mediating effect of WFS, however, the influence of WFC as a mediator was not statistically significant. Furthermore, the results suggested that PPS significantly moderated the association between leader empowering behavior and WFS. The findings revealed that the mediating effect of WFS in the association between leader empowering behavior and employee turnover intention. Originality/value This study advances knowledge of the impacts of leadership empowering behavior on employee turnover intention through the use of a moderated mediation analysis. Based on the leader member exchange, it offers a distinctive perspective on leadership empowering behaviors to maintain a work–family balance in tourism.
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