Psychological impact of COVID-19 pandemic and turnover intention: The moderating effect of employee work engagement

Obuobisa‐Darko, Theresa; Sokro, Evans

doi:10.1016/j.ssaho.2023.100596

Cited by 5 publications

(3 citation statements)

References 120 publications

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“…The pandemic exacerbated existing social inequities, such as young workers' difficulty in remaining employed, engaged in the work and economically active (Park and Cho, 2022;Pedroso, 2020;Obuobisa-Darko & Sokro, 2023). The findings of the present study indicated that job loss at the beginning of the COVID-19 pandemic in Brazil affected younger and less educated workers more intensely.…”

Section: Discussionmentioning

confidence: 58%

Age and schooling are associated with job loss in the initial months of the COVID-19 pandemic in Brazil

Ferreira,

Andrade,

Castro

et al. 2024

RSD

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Brazil was one of the countries most affected by the social and economic crisis caused by the COVID-19 pandemic. This study aimed to verify the association between job loss and region of the country, sex, age, educational status, marital status, and parenting in Brazilian workers during the initial months of the COVID-19 pandemic. This cross-sectional online study was performed with data from workers aged 18 years or older in any economic sector and different occupations. A sociodemographic and occupational questionnaire was applied. Data collection began on June 2020 and ended on September 2020. To estimate the degree of association between job loss and the region of the country and workers’ characteristics, binomial logistic regression analysis was performed to obtain the odds ratio (OR) and confidence intervals. The sample was composed of 1319 participants and of these, 108 (8.2%) lost their jobs in the initial months of the pandemic; 51.6% were female; 53.5% were married; 42.5% reported having children; 80.7% had a complete college education. The age and educational status were associated with job loss, with younger and less educated workers being more affected by unemployment. For women, age and educational status were associated with job loss, for men only educational status showed a significant association. Young workers, mainly women, and with less educational status were the most affected by unemployment at the beginning of the pandemic in Brazil. Thus, this group of workers proved to be more vulnerable and should be prioritized by public policies.

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Section: Discussionmentioning

confidence: 58%

Age and schooling are associated with job loss in the initial months of the COVID-19 pandemic in Brazil

Ferreira,

Andrade,

Castro

et al. 2024

RSD

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“…Turnover intention or intention to change jobs is an essential concept in the study of human resources and organizational management. Researchers and practitioners are currently increasingly interested in studying the phenomenon of employee turnover (Obuobisa-Darko & Sokro, 2023). Researchers and practitioners are increasingly interested in understanding this phenomenon, which signals employee dissatisfaction and a desire to seek new opportunities.…”

Section: Turnover Intentionmentioning

confidence: 99%

Emotional intelligence: the turnover puzzle unraveled through organizational supportand career adaptability

Binti Arti,

Kurniawati

2024

IJRBS

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This research aims to identify and analyze the impact of emotional intelligence on turnover retention at a bank in East Java, Indonesia by considering the mediating role of organizational support, as well as the moderating effect of career adaptability. Data was collected through a questionnaire distributed to frontline employees at one of the banks in East Java. Data analysis was carried out using descriptive statistical analysis for convenience of data characteristics and inferential data analysis using Structural Equation Model Partial Least Square (SEM-PLS) to test contextual relationships between variables. Data collection methods include questionnaires and semi-structured interviews to obtain primary data, while secondary data is obtained from documents, the internet, and literature. The research results show that emotional intelligence does not directly influence turnover intention but has an influence through the mediator Organizational support and is moderated by career adaptation. In conclusion, work environment factors unique to banking significantly impact an employee's decision to stay or leave a job. Organizational support is proven to be an essential mediator, while the level of career adaptability also plays a vital role in employee turnover intensity. Moreover, if an employee has high emotional intelligence and career adaptability is low, they will still have the intensity to leave their job.

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“…For this reason, previous studies have mainly adopted cross-sectional analysis methods to analyze the relationship between anxiety and outcomes during the COVID-19 pandemic relying on the COR theory. For example, the pain and anxiety caused by environmental changes during the pandemic decreased work performance and increased intentions to quit (Chen et al, 2023;Kakar et al, 2023;Kumar et al, 2021;Obuobisa-Darko & Sokro, 2023;Singh & Kaurav, 2022), and that alternatively available psychological and social resources moderated these relationships (Pradhan et al, 2023;Farroukh et al, 2023;Kokubun et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Kokubun

Ino

Ishimura

2022

IJWHM

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PurposeThe workplace health management lessons to be learned from the pandemic are important. However, few studies have examined the relationship between workplace anxiety, resources and behaviors during the pandemic. Therefore, this paper aims to investigate the relationship between anxiety, fatigue, compliance, turnover intention and social and psychological resources during the COVID-19 pandemic by applying the conservation of resources (COR) theory.Design/methodology/approachPath analysis was carried out using data obtained from a questionnaire survey conducted on 2,973 Chinese employees of Japanese companies in China.FindingsThe analysis showed that anxiety had a positive correlation with compliance, but simultaneously had a positive correlation with fatigue and turnover intention; psychological resources moderated to weaken the relationships between anxiety and compliance/fatigue; social resources moderated to strengthen the negative correlation between compliance and willingness to leave.Research limitations/implicationsThis study targeted employees of Japanese companies in China. Therefore, in the future, it is necessary to verify generalizability as to whether it applies to employees of companies of other nationalities in other countries. Also, the authors used newly developed scales instead of the general psychological scales. Therefore, it is necessary to verify the reproducibility using a more general scale.Practical implicationsAnxiety encourages compliance practices but also increases fatigue and willingness to leave. Therefore, a method of inciting anxiety and making employees follow rules reduces the strength of an organization. To overcome this dilemma, managers need to provide psychological and social resources.Originality/valueThis study is the first to show how effective social and psychological resources are in the management of anxiety and fatigue in achieving high performance during the COVID-19 pandemic. This study was conducted in the very early days of the COVID-19 pandemic with the cooperation of employees working for Japanese companies in China. However, the importance of utilizing resources in a crisis revealed by this study can be applied to all kinds of disasters.Highlights:-The current study is the result of a survey conducted on employees of Japanese companies in China in the early days of the COVID-19 pandemic.-Anxiety had a positive effect of promoting compliance and a negative effect of increasing fatigue and willingness to leave the job.-Psychological resources mitigated these effects of anxiety and, as a result, reduced fatigue and willingness to leave.-Social resources enhanced the effect of compliance on reducing willingness to leave.-Workplace health problems caused by the COVID-19 pandemic should be addressed by increasing employee resources on a regular basis, rather than aggravating anxiety.

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Psychological impact of COVID-19 pandemic and turnover intention: The moderating effect of employee work engagement

Cited by 5 publications

References 120 publications

Age and schooling are associated with job loss in the initial months of the COVID-19 pandemic in Brazil

Age and schooling are associated with job loss in the initial months of the COVID-19 pandemic in Brazil

Emotional intelligence: the turnover puzzle unraveled through organizational supportand career adaptability

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

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