Abstract:
This paper examined the mediating effect of job resources on the
relationship between ethical leadership and staff retention in Uganda. Utilising a
sample of 214 health care workers, a cross-sectional research design was adopted.
SPSS v. 21 and Analysis of Moment Structure v. 21 were used in the data analysis.
Job resources as a whole was established to be a partial mediator in the relationship between ethical leadership and staff retention. Ethical leadership and job
resources individually predicted staff retention. Overall, 66% of the variance in staff
retention is explained. As a limitation, data were collected in a cross-sectional
survey, which might have confounded the causality among the studied variables.
Future researchers could conduct longitudinal studies to address this limitation. The
findings suggest that leaders need to be ethical in their dealings if they are to
enhance the retention function of their staff in their respective organisations. Health
care managers should endeavour to provide job resources in order to mitigate the
effects of job overload so as to improve on staff retention in their organisations. This
study finds support for job resources as a mediator in the relationship between
ethical leadership and staff retention in Uganda’s health care sector. This is
consistent with the requirements for the examination of process variables in
relationships so as to make concrete inferences.
