Abstract：
Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee\'s salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees\' likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees\' turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.
摘要：
员工流失对组织来说是昂贵且具有破坏性的。研究已经提到，周转的经济成本是巨大的，从现有员工工资的90%到200%不等。随着周转率的提高，企业的社会结构可能会受到干扰。此外,营业额不断增加的组织预计将失去无形的知识和技能，作战效能,客户满意度,和产品或服务质量。在医疗保健背景下，更替率的提高比其他部门有更多的后果，因为全球医疗保健部门已经被认为是一个面临资源短缺的部门。加剧了局势，目前的证据表明，全球医疗保健行业的员工流失率一直在增加。文献表明，道德领导风格可能会降低员工退出组织的可能性。然而,这样的文献在医疗保健中很少，特别是从全球南方发展中经济的角度来看，比全球北方更缺乏资源。为了填补这一知识空白，本研究调查了全球南方医疗保健背景下道德领导风格与离职意向之间的关系。本研究还检验了内在动机和心理契约履行在上述关系中的中介作用。此外，还测试了弹性的条件间接效应。数据是通过自我管理的问卷从医院员工那里收集的。通过结构方程模型检验了假设关系。经验证据表明，道德领导显著降低了员工的离职意愿。结果进一步证实了内在动机的中介和调节作用，心理契约履行，和韧性。这些结果对医疗保健行业具有不同的理论和实践意义。结果特别强调了医院中道德领导者应对离职挑战的作用，在全球范围内一直在上升。
