The Mediating Role of Leadership Styles in the Relationship between Industrial Relations Practices and Labour Turnover in Federal Medical Centre Abeokuta
DOI:
https://doi.org/10.68050/JAMS.2026.612Keywords:
Labour turnover, leadership styles, industrial relations practices, structural equation modelling, healthcareAbstract
This study examined the mediating role of leadership styles in the relationship between industrial relations practices and labour turnover in Federal Medical Centre, Abeokuta, Ogun State. Using a descriptive research design, data were collected from 227 employees through self-administered questionnaires and personal interviews. Structural equation modelling (SEM) was employed to test the proposed mediation model. Industrial relations practices were measured using five indicators: collective bargaining, organisational culture, employment practices, effective communication, and employee disengagement (Cronbach's α = 0.847). Leadership styles were operationalized through items assessing transformational, participative, transactional, and directive dimensions (Cronbach's α = 0.821). Labour turnover was measured through intent-to-leave indicators (Cronbach's α = 0.834). SEM results revealed a partial mediation effect, with leadership styles significantly mediating the relationship between industrial relations practices and labour turnover (β = 0.117, p = .003, 95% CI [0.034, 0.203]). The direct effect of industrial relations practices on labour turnover was β = 0.368, p < .001, while the indirect effect through leadership styles accounted for 24.2% of the total effect. Model-fit indices indicated adequate fit (χ² = 245.67, df = 142, RMSEA = 0.062, CFI = 0.932, TLI = 0.918). Transformational and participative leadership dimensions amplify the positive effects of industrial relations practices by promoting inclusivity and fairness, whereas transactional and directive approaches show weaker mediating effects. The study concludes that leadership styles serve as an important mechanism through which industrial relations practices influence labour turnover in healthcare settings. Recommendations include implementing integrated retention strategies that combine fair industrial relations policies with supportive leadership development programmes.
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