When Ethical Leadership Is Not Enough: A Person-Centred Analysis of Employee Strain and Turnover Intentions.

Cemal Zehir, Umut Elbir, Melike Artar Bıyıklar, Yavuz Selim Balcıoğlu

Abstract read

In one paragraph

Article in Behavioral sciences (Basel, Switzerland), 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.

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0citing papers in PubMed

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4 · The record

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5 · Who and what money

Authors and funding

4 authors.

Cemal ZehirDepartment of Business Administration, Faculty of Economics and Administrative Sciences, Yıldız Technical University, Istanbul 34220, Turkey.ORCID 0000-0003-2584-4480

Umut ElbirDepartment of Property Protection and Security, Vocational School of Health Services, Istanbul Bilgi University, Istanbul 34387, Turkey.ORCID 0000-0003-1416-9731

Melike Artar BıyıklarDepartment of Business Administration, Faculty of Business Administration, Gebze Technical University, Gebze 41400, Turkey.ORCID 0000-0001-7714-748X

Yavuz Selim BalcıoğluDepartment of Management Information Systems, Faculty of Economics and Administrative Sciences, Dogus University, Istanbul 34775, Turkey.ORCID 0000-0001-7138-2972

Funding

No grant is acknowledged in the PubMed record.

6 · The paper itself

Abstract

Ethical leadership is usually examined through its consequences for employees, and it is often assumed that employees who rate their supervisor as ethical will also report lower strain and weaker intentions to leave. This study tests that assumption using a person-centred design. Survey data were collected from 247 shift-working employees of a single Turkish manufacturing organisation. Participants rated the ethical leadership of their immediate supervisor and reported their own job stress, perceived organisational support, turnover intention and career planning. Latent profile analysis identified four subgroups. Two of these are of particular interest: both report high ethical leadership and organisational support yet differ sharply in job stress (4.37 vs. 2.48) and turnover intention (4.10 vs. 2.18). This divergence helps explain why job stress is essentially unrelated to ethical leadership (r = 0.02,

Indexed as

ethical leadershipjob stresslatent profile analysisperceived organisational supportperson-centred researchturnover intention

Identifiers

PMID42792330

DOI10.3390/bs16091530

PMCPMC13603424

What OpenQuestion holds

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Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.