The main objective of this research paper to conceptualize a model to test the association between relationship conflicts and employees' intention to leave with the support of past theories and research findings. This research paper contains the definitions for variables related to relationship conflicts and employees' intention to leave from the organization and also it explains models which explain the interconnections among two variables. The conceptualization of this research includes a logically developed model that leads to identify the relationships between the independent variable and dependent variable. The proposed model suggested that there is an association between relationship conflicts and employees' intention to leave.
The aim of this study was to explore the associations between occupational stress measured through job demandcontrol (JDC), and burnout among lawyers in Sri Lanka. The job demand-control model and the burnout model are among the most used theoretical frameworks that relate job characteristics to health and well-being of individuals. This study included 290 respondent lawyers practicing in the metropolitan districts in Sri Lanka. Karasek's job content questionnaire was used to measure occupational stress, while the Copenhagen Burnout Inventory were used to measure personal, work-related and client-related burnout. Regression analysis was used to determine the association between occupational stress and burnout among lawyers. Lawyers reported relatively high scores of job control and psychological job demand. They also reported high social support. High levels of personal burnout and client-related burnout were also reported. Personal burnout and work-related burnout were associated with psychological job demand.
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