The impact of ethical climate and the LMX relationship on nurses' burnout in hospitals in Serbia *

Burnout contributes to the emergence of numerous negative organisational phenomena. Nurses are exposed to high stress working conditions every day, making it important to study burnout among nurses in health care systems. The aim of the paper is to investigate the impact of ethical climate and the LMX relationship on burnout among nurses, as well as to examine the effects of the three moderators (gender, self-awareness and social skills among nurses) on the observed relationships. The sample consists of 326 nurses from 23 hospitals in Serbia. Standardised questionnaires were used, while correlation analysis and hierarchical regression analysis were employed for statistical processing. The dimensions of the ethical climate and LMX relationship have statistically significant impacts and predictive effects on the burnout dimensions. Raising the level of the ethical climate and LMX relationship positively affects burnout: it reduces emotional exhaustion and depersonalisation, and increases personal accomplishment and involvement. An adverse ethical climate and unfavourable LMX relationships among men cause greater emotional exhaustion. For nurses with high self-awareness and high social skills, a favourable ethical climate and positive LMX relationships reduce emotional exhaustion, and increase personal accomplishment. For nurses with low self-awareness and low social skills, a favourable ethical climate and positive LMX relationships reduce depersonalisation. Recommendations are made for improving the ethical climate and LMX relationships in hospitals in Serbia.

The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions

The problem of employee turnover has been investigated in recent years because more and more countries and organizations are faced with the lack of an adequate labor force. The new generation of employees (Y and Z generations), contemporary political, social, and economic challenges, and the COVID-19 pandemic have raised new issues in human resource management (HRM), especially concerning turnover intentions. In such situations, companies need to create working conditions that will attract, motivate, and retain employees. One possible response is the usage of flexible working arrangements (FWAs) as a more flexible way of organizing traditional jobs and working positions;these arrangements allow employees more possibilities to maintain work–life balance. The main aim of this paper is to investigate the relationship between FWAs and turnover intentions of employees, and the mediating effect of job satisfaction. The theoretical research is based on the literature review. The empirical part of the paper is based on the analysis of a sample of 219 employees from organizations in Serbia. The authors used descriptive statistics and the PLS-SEM method to investigate proposed relations. The results pointed to the positive effects of FWAs and job satisfaction on turnover intentions. In addition, there is an indirect effect of FWAs on turnover intentions through job satisfaction. FWAs may contribute to increasing job satisfaction and, in turn, job satisfaction contributes to decreasing turnover intentions. Job satisfaction mediates this relationship, and employees that are offered FWAs may experience a lower level of turnover intentions when they are satisfied on the job.