Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan

Noor, Sarooj; Maad, Nazia

doi:10.5539/ijbm.v3n11p93

Cited by 61 publications

(58 citation statements)

References 68 publications

(57 reference statements)

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“…This hypothesis is rejected after applying statistical test which means that work life conflict has no effect on doctors' intention to leave the hospital. Noor and Maad, (2008) revealed that work life conflict and stress have a significant positive relationship with turnover intentions.…”

Section: Discussionmentioning

confidence: 99%

“…Noor and Maad (2008) examined the relationship between stress, one of the causes of burnout, and work life conflict with turnover intentions, have revealed that work life conflict and stress have a significant positive relationship with turnover intentions. Ronen and Pines, (2008) investigated the gender differences in burnout, style of coping and the availability of peer support among high-tech engineers and have revealed that there was a significant gender difference in burnout, with women engineers reporting higher levels of burnout than men.…”

Section: Literature Reviewmentioning

confidence: 99%

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Developing and Testing a Model of Burnout at Work and Turnover Intensions among Doctors in Pakistan

Malik¹,

Zaheer²,

Khan³

et al. 2010

IJBM

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This paper examines the impact of burnout at work (BO), work life balance (WLB), work life conflict (WLC) and job satisfaction (JS) on turnover intensions (TOI) among doctors in Pakistan. The research team developed a conceptual model to test the hypothesized relationships between the variables. Simple random sampling method was used to distribute 300 questionnaires among MBBS qualified doctors working in the private and public sector hospitals in major cities of Pakistan, such as Peshawar, Lahore, Rawalpindi and Islamabad. With a response rate of 58.3%, 175 valid responses were received which comprised sample size of this study. The research team used SPSS 15.0 and Amos 16.0 for data analysis and model testing. The study concludes that there is no significant effect of burnout at work, work life balance and work life conflict on doctors' turnover intentions. There is no significant affect of burnout at work on doctors' work life balance whereas it has a significant effect on the work life conflict and job satisfaction of doctors. Moreover, work life balance has no significant affect on job satisfaction of doctors whereas work life conflict does have a significant effect on job satisfaction of doctors. Lastly, job satisfaction has a significant effect on turnover intentions of doctors.

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Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Developing and Testing a Model of Burnout at Work and Turnover Intensions among Doctors in Pakistan

Malik¹,

Zaheer²,

Khan³

et al. 2010

IJBM

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“…Employees should try to understand the common causes of employee conflicts so that a solution is found before the issues become unmanageable and entails into an irreparable loss. There has also been a significant rise in the communication conflicts among employees at the workplaces in Pakistan (Mansoor, Fida, Nasir, & Ahmad, 2011;Nasir & Bashir, 2012;Noor & Maad, 2009). The irony of the fact is that these conflicts are widely hidden and avoided instead of resolving them effectively (Chaudhry, 2011;Farooqi, 2013).…”

Section: Introductionmentioning

confidence: 99%

Potential Causes and Outcomes of Communication Conflicts at the Workplace -A Qualitative Study in Pakistan

2016

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Occurrence of communication conflict among employees is a natural phenomenon at any workplace and for effective resolution of these conflicts, it is indispensable to know the potential factors triggering these conflicts and making them destructive. This paper intends to investigate the causes, outcomes and the subsequent resolutions of communication conflicts among employees at workplace in the development sector in Pakistan. The data for this qualitative study was gathered from library research and semi-structured interviews taken from eighteen employees belonging to the three development organizations from areas of Peshawar and Islamabad in Pakistan. To derive sample for this study, a purposeful sampling technique was used. The analysis and transcription of the interviews were made following thematic techniques. The findings from this study reveal that poor communication, misunderstanding and lack of other soft skills and traits as the significant causes of the communication conflicts while lack of trust, stress, resignation and transfers are found to be potential outcomes. Some suggestions such as strong leadership and training of employees are also given for the effective resolution of these conflicts. ARTICLE INFORMATION

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“…[12] At the organizational level, stress due to work is associated with the consequences such as complaints, grievances, staff turnover, decrease in motivation and satisfaction, fatigue resulting from long hours of work or shift work, and occupational violence, which have negative impacts on product and service quality thereby affecting the economy as well as the reputation of the organization. [2,13] A study by Noor [14] among marketing executives in Pakistan found workplace stress as an important predictor of staff turnover in organizations. Moreover, a recent report from the ILO mentioned that 40% of global employee turnover was attributed to stressors at work.…”

Section: Extent Of the Problemmentioning

confidence: 99%

Effective approaches to improve the psychosocial work environment

Gyawali¹

2015

Int J Med Sci Public Health

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There has been a growing recognition that the experience of psychosocial hazards at work has detrimental effects on the health and well-being of employees, as well as on the workplace productivity and profits. Issues such as work-related stress, bullying, and stress due to harassment have grown in prominence in recent years in response to a number of factors such as overwork, job insecurity, low levels of job satisfaction, and lack of autonomy. These hazards are highly underestimated in most of the workplaces because of the difficulties involved with their detection and management and eventually represent risks to physical and psychological health. Reducing this huge burden from unhealthy workplaces is a formidable challenge for national governments, health policy makers, and practitioners. The growing burden of psychosocial hazards at workplace has guided to review the literature on the effective approaches to improve psychosocial work environment. It is concluded that adapting the systems and structured approach to psychosocial health risk management will be effective to prevent hazards and manage psychosocial work environment.

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Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan

Cited by 61 publications

References 68 publications

Developing and Testing a Model of Burnout at Work and Turnover Intensions among Doctors in Pakistan

Developing and Testing a Model of Burnout at Work and Turnover Intensions among Doctors in Pakistan

Potential Causes and Outcomes of Communication Conflicts at the Workplace -A Qualitative Study in Pakistan

Effective approaches to improve the psychosocial work environment

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