Linking commuting stress to job satisfaction and turnover intention: The mediating role of burnout

Amponsah‐Tawiah, Kwesi; Annor, Francis; Arthur, Beckham Godfred

doi:10.1080/15555240.2016.1159518

Cited by 68 publications

(60 citation statements)

References 58 publications

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“…In this sense, regarding burnout, Gabel Shemueli, Dolan, Suárez Ceretti, and Nuñez del Prado (2016) found that it fully mediated the relationship between work overload and TI of nurses from Spain and Uruguay. In a similar vein, Amponsah-Tawiah, Annor, and Arthur (2016) observed, in a multi-occupational Ghanaian sample, that commuting stress was indirectly related to job satisfaction and TI via burnout. Also, based on a sample of Pakistani engineers and supervisors, Shaukat, Yousaf, and Sanders (2017) used structural equation modeling to prove that burnout mediated the association between relationship conflict and different outcome variables, including TI.…”

Section: Literature Review and Hypothesessupporting

confidence: 54%

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018

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Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.

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Section: Literature Review and Hypothesessupporting

confidence: 54%

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

2018

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“…Amponsah-Tawiah et al 34 develop a study to evaluate the relationship between the levels of stress generated by the time of transportation between home and work, job satisfaction, and the turnover intention, finding low levels of relationship between transportation times and the turnover intention. Similarly, Beehner and Blackwell 35 did not find that the development of plans to improve the conditions of spirituality at work did not influence the intention to rotate.…”

Section: Review Of the Literaturementioning

confidence: 99%

“…All of the above allows us to affirm that the use of neural networks with variables, such as those considered by the study and coming from sources of objective information, can be another tool through which managers can monitor and predict turnover tendencies that manifest themselves in their organizations, at least can identify those people who have qualities that rule out their turnover tendency. 26,29,33,34 Once the people in the organization are identified who may be susceptible to turnover, managers will be able to design personalized attention plans that allow avoiding or mitigating the turnover intention, or reduce the costs of staff turnover from a more proactive action that ensures a decrease in the negative impact of employee turnover. In this sense, the different functions of HRM in general and in particular those related to recruitment and selection, training, rewards, security systems, as well as other more general administrative aspects such as the promotion of a pleasant work climate and assertive leadership, are important work tools to be considered when looking for a successful management of employee turnover.…”

Section: Conclusion and Managerial Implicationsmentioning

confidence: 99%

“…In addition, they generally use surveys as an information gathering tool, which although methods are used to ensure the validity and reliability of such instruments does not completely rule out the influence of the subjective nature and the will or intentionality of respondents. 15,21,26,30,[34][35][36][37][38][39][40] In other cases, the study is carried out only from the study of secondary sources. 28,33,41 This establishes a distance between the researcher and the object of investigation, since the latter reaches conclusions based on the conclusions reached by other researchers.…”

Section: Introductionmentioning

confidence: 99%

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Exploring neural networks in the analysis of variables that affect the employee turnover in the organization

Pérez-Campdesuñer

De-Miguel-Guzmán

Sánchez-Rodríguez

et al. 2018

International Journal of Engineering Business Management

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The phenomenon of job satisfaction generates high costs for organizations, as it impacts on the processes of selection, training, and motivation of their human resources, while affecting the productivity and quality of organizations, even impacting on the loyalty of costumers. For this reason, forecasting or controlling the behavior of the staff turnover is of great importance for a company. However, predicting the behavior of turnover is an almost impossible intention due to the number of variables that condition this behavior. The objective of this research was to try to identify, through the use of neural network analysis, which internal variables of the organization, of an objective nature, of a demographic nature and associated with their human resources, showed a relationship or incidence on the employee turnover. For this purpose, the databases were analyzed with the turnover behavior of personnel in business organizations with different characteristics. The analysis through neural networks allowed to establish a significant relationship between variables such as average income, school level, and age; likewise, no significant differences were found in other variables such as the type of sector, years of experience in the sector, years of work in the position or years of work, the hierarchical position occupied in the organization, and the number of dependents.

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“…Commuting outstands as one of the most important factors upon employees' decisions about where to work and live that directly affect TI. Consistently, a relatively newer interest strand in business and management literature has recently started to examine the linkage between employee commuting stress (hereinafter CS) and TI (Koslowsky et al 1995;Amponsah-Tawiah et al 2016) as well as CS's impacts on workplace aggression (Hennessy 2008), overall happiness (Olsson et al 2013), burnout (Amponsah-Tawiah et al 2016), absenteeism (Costal et al 1988), and life satisfaction (Lachmann et al 2017).…”

Section: Introductionmentioning

confidence: 99%

Commuting Stress-Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees

Demiral¹

2018

Preprint

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Using hierarchical regression analysis within a mediation model framework, the present study explores direct and indirect (through life satisfaction) causal impacts of commuting stress on turnover intention of employees from 29 business organizations in six populous cities of Turkey. A semi-random heterogeneous sample of 214 employees with different demographics was surveyed in winter and summer times for also capturing seasonal variations of variables. The results supporting the partial mediating role of life satisfaction in the positive relationship between commuting stress and turnover intention infer that commuting stress induces turnover intention directly and indirectly (by reducing life satisfaction). The analysis of variance reveals that demographic characteristics of employees such as gender, marital status, age, and family size together with commuting type and commuting duration matter for their perceived commuting stress, life satisfaction, and turnover intention levels. Commuting stress perception is relatively higher in summer time whereas the other magnitudes are consistently and significantly invariant between two survey implementations. The study concludes with a call for the consideration of commuting stress and life satisfaction together with environmental and demographic factors when analyzing the antecedents and consequences of employee turnover intention.

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Linking commuting stress to job satisfaction and turnover intention: The mediating role of burnout

Cited by 68 publications

References 58 publications

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

Exploring neural networks in the analysis of variables that affect the employee turnover in the organization

Commuting Stress-Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees

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