Abstract:
This study investigates the impact of health-oriented leadership (HoL) on turnover
intention among lower-level employees in the apparel sector of the Gampaha District,
Sri Lanka, with a particular focus on the mediating role of employee well-being. High
turnover rates in the Sri Lankan apparel sector create challenges such as increased
recruitment costs, reduced productivity, and operational disruptions. To address this
issue, the study examines whether health-oriented leadership can improve employee
retention by enhancing physical, mental, and emotional well-being. Drawing on the
Job Demands-Resources model, Social Exchange Theory, and Conservation of
Resources Theory, the research employed a quantitative, cross-sectional design. Data
were collected from 100 lower-level employees through structured questionnaires
using convenience sampling. While the sample size is modest, it provides initial
insights into the sector and paves the way for larger-scale studies. Data analysis was
conducted using descriptive statistics, correlation, and regression analyses, with the
PROCESS macro (Model 4, version 4.2) in SPSS 25. Findings indicate a significant
negative relationship between health-oriented leadership and turnover intention (β =
–.3509, p < 0.05), and a significant positive relationship between health-oriented
leadership and employee well-being (β = .4518, p < 0.05). However, the mediating
role of employee well-being on turnover intention was not statistically significant (β
= .4630, p > 0.05). These results suggest that health-oriented leadership directly
reduces turnover intention, while employee well-being does not significantly mediate
this relationship. The study contributes to the underexplored literature on leadership
and employee retention in the Sri Lankan apparel sector and provides practical
implications for implementing leadership development and well-being programmes
to address workforce stability
