Summary of the results for the tested hypotheses
| Hypothesis | Relationship | Beta value (β) with significance (p-value) | Results of analysis |
|---|---|---|---|
| H1 | Responsible leadership on bank performance | (β = 0.532; p < 0.001) | Accepted |
| H2 | Responsible leadership on employee turnover intention | (β = −0.808; p < 0.001) | Accepted |
| H3 | Responsible leadership on bank reputation | (β = 0.338; p < 0.001) | Accepted |
| H4 | Employee turnover intentions on bank performance | (β = −0.073; p < 0.001) | Accepted |
| H5 | Bank performance on bank reputation | (β = 0.200; p < 0.001) | Accepted |
| H6 | Mediational influence of employee turnover intention on the relationship between responsible leadership and bank performance | Direct influence of responsible leadership on bank performance decreases from (β = 0.644; p < 0.001) to (β = 0.071; p < 0.001) | Partially Mediated |
| Hypothesis | Relationship | Beta value ( | Results of analysis |
|---|---|---|---|
| Responsible leadership on bank performance | ( | Accepted | |
| Responsible leadership on employee turnover intention | ( | Accepted | |
| Responsible leadership on bank reputation | ( | Accepted | |
| Employee turnover intentions on bank performance | ( | Accepted | |
| Bank performance on bank reputation | ( | Accepted | |
| Mediational influence of employee turnover intention on the relationship between responsible leadership and bank performance | Direct influence of responsible leadership on bank performance decreases from ( | Partially Mediated |
Note(s): **p < 0.01 level
Source(s): Authors’ work
Sharing content requires targeting cookies to be enabled. Please update your cookie preferences to use this feature.