Ethical leadership and Employee turnover Intentions: mediated by occupational stress and well-being and moderated by Work-life Balance in India's Hospitality Sector

Introduction: This paper investigates the complex links between ethical leadership practices, employee occupational stress, well-being, and turnover intentions in India's hotel business. This research draws on theoretical frameworks to investigate how job demands, work-family spillovers, and individual personality factors influence employee well-being and turnover intentions. Prioritising outcomes such as emotional well-being and turnover intentions provides a more comprehensive view of the elements that influence employee satisfaction and retention. The study's comprehensive methodology seeks to bring insight on how hospitality organisations may better assist their personnel, resulting in a healthier and more sustainable workplace. Objectives: This study assesses how ethical leadership affects employee turnover intentions in India's hospitality sector. It focuses on the mediating effect of occupational stress and well-being and the moderating effect of work-life balance. Methods: This study collected data using a survey of frontline employees from 18 hospitality firms. The study analyzed 283 respondents' data to test the set hypothesis. A moderated mediation model was assessed using PROCESS macro for SPSS to test the assumed relationships. Results: The results display that ethical leadership reduces turnover intentions through its positive impact on employee well-being and its support to mitigate occupational stress. Work-life balance strengthens these effects, highlighting its critical moderating role. Conclusions: Using the principles of the Job Demands-Resources model and Conservation of Resources theory as central to this study, this study assesses how ethical leadership affects employee-related concerns, such as turnover intentions, stress, and well-being. This study promotes ethical leadership practices and implementation of policies supporting work-life balance to improve employee well-being, moderate turnover, and increase organizational outcomes in the hospitality sector.