Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities

Abstract

Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square ? structural equation approach ? PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees? turnover for other industries as well.

The Neuromarketing Concept in Artificial Neural Networks: A Case of Forecasting and Simulation from the Advertising Industry

“…In that case, the new recorded response will differ from the previous one regarding the effectiveness of ads of that specific brand. It means human behavior constantly changes because of external factors and stimuli, making it very complex [12,90,91]. Neuromarketing is used to gauge neural activity to get inspiration while watching certain ads [13].…”

“…As we know, that neural network (artificial intelligence) is successfully used in Google search engines, YouTube social media, and other online media [89], and results have coincided with the human brain [83,88,90]. Therefore, we can say that artificial intelligence (neural network) is an effective tool for predicting the human brain in social sciences [57,80,91]. This research is essential and has a uniqueness in that we successfully employed neural networks (artificial intelligence) in social science topics such as to predict the consumer buying behavior regarding the critical characteristics of an advertisement [85,[92][93][94], which can change the human behavior to establish the efficacy of advertisement of certain brands.…”

Relationship between Different Dimensions of Workplace Spirituality and Psychological Well-Being: Measuring Mediation Analysis through Conditional Process Modeling

“…At times, this role becomes a source of competition and thus becomes more stressful than any other job. Therefore, it can be concluded that the pursuit of a long and successful career even in academia is challenging and arduous, making faculty members vulnerable to risks of compromised well-being [ 1 , 2 ], because faculty members within their role have several other responsibilities, like undertaking research, administrative tasks, winning external grant projects, and teaching the most important. It, coupled with working extra time for other administrative or research-related jobs, with no such significant salary increases, makes it even more challenging [ 3 ].…”

“…The manifestation of a social welfare structure depends on a network representing a definition of health, satisfaction with physical health conditions, and social interactions. Accordingly, three basic norms define the rule and law of positive emotions, which are found in the welfare system and its structure [ 1 ]. Workers’ lives are “One of the most prominent challenges posed to the leaders these days” [ 17 ].…”

“…However, employee welfare takes many shapes and actions according to an organization’s policies and the implementation of these policies to increase the employee’s overall well-being can improve one type of employee well-being while reducing a different kind of employee well-being. Therefore, it is crucial to see if a factor in the workplace can improve their quality of life without harming any other type of employee well-being [ 1 ]. The spirituality of the workplace is one aspect of the workplace that can enhance many types of employee well-being.…”