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The impact of stressors on turnover intention: Examining the role of employee well-being

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tooba qasim

on 12 January 2014

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Transcript of The impact of stressors on turnover intention: Examining the role of employee well-being

Thank You
The impact of stressors on turnover intention: Examining the role of employee well-being
INTRODUCTION (Cont'd)
Significance of Study
Overview of Presentation
Introduction
Significance of the study
Research objectives
Literature Review
Research Framework
Research Hypothesis
Research Methodology
Results and Analysis
Conclusion
Limitations & Future Research

COMSATS INSTITUTE OF INFORMATION AND TECHNOLOGY, ISLAMABAD

Research Hypothesis
Presented by: Tooba Qasim
Masters in Project Management (MSPM)
Department of Management Sciences
FA12-RPM-019

INTRODUCTION
IT is a dynamic industry whose success does not depend on heavy machinery and complex tools but on the skilled workforce.
Retaining the skilled human resources is important for any organization.
IT personnel experience increase workload, time pressure and responsibility to complete the projects on time.
These factors are identified as stressful and has attached devastating cost for an organization.
Cavanaugh et al. (2000) states stressors are not always bad. They introduced two-dimensional stress framework.

Two-dimensional stressor framework
Challenge Stressors
Those work-related demands that, although potentially stressful, have associated potential gains for individuals.

Hindrance Stressors
Those work-related demands that tend to constrain or interfere with an individual's work achievement and that do not tend to be associated with potential gains for the individual.

Author’s Contribution:
Emotional exhaustion, job satisfaction and turnover intention are considered as the main consequences of two-dimensional stressors.
Emotional exhaustion and job satisfaction are the important aspects of Well-being.
Whereas job satisfaction and turnover intentions are widely studied in traditional turnover models.
So in the current study, an effort has been made to combine the challenge-hindrance framework with the turnover process theory, as little effort has been made to integrate the two theories.
Challenge stressor, Hindrance stressor, Emotional exhaustion, Job satisfaction, Perceived Job Alternatives and Turnover intention are the main variables of this study.

RESEARCH OBJECTIVES
Literature review
Hindrance Stressor
Challenge Stressor
Emotional Exhaustion
Job Satisfaction
Turnover Intention
Perceived Job Alternatives
RESEARCH FRAMEWORK
Independent Variable = Hindrance and Challenge Stressors
Mediating Variable = Emotional Exhaustion and Job Satisfaction
Moderating Variable = Perceived Job Alternatives
Dependent Variable = Turnover Intention

Research Methodology
Target industry: IT sector of Pakistan.
Population/sample: IT professionals working in the project-based organizations mostly situated in the domain of Islamabad &Rawalpindi would be studied.
Purpose of Study: To test hypothesized relationships.
Type of investigation: Quantitative study
Data Collection Method: Comprised of two phases
Research instrument: Survey Questionnaire
Data Analysis Technique: (i) Cronbach Alpha, (ii) Descriptive statistics, (iii) Correlation and Regression analysis.


Results-Respondents Profile
Respondents (N = 186) comprised of 143 males (76.9%), followed by 43 females (23.1%).
Most of the respondents were from private organizations (87.1%).
Most of the respondents reported that their salary range was greater than 50,000 (38.7%).
The respondents had an average of 3.24 years long tenure with the present organization.
The respondents reported an average of 5.54 years work experience as IT professionals.


Results-Direct Effects
Challenge stressors are positively related to emotional exhaustion (β = 0.37, p < 0.01) - H1(a) Supported.
Hindrance stressors are positively related to emotional exhaustion (β = 0.53, p < 0.01) - H1(b) Supported.
Emotional exhaustion is negatively related to job satisfaction (β = -0.40, p < 0.01) – H2 Supported.
Job satisfaction is negatively related to turnover intention (β = -0.28, p < 0.05) – H3 Supported.


Results - Moderated Effects
Perceived job alternatives does not moderate the relationship between job satisfaction and turnover intention (β = 0.085, p > 0.05) – H4 Not Supported



RESULTS AND ANALYSIS

Results-Indirect Effects
Hindrance stressor as an independent variable
There is a significant positive indirect effect of hindrance stressors on turnover intention through emotional exhaustion (z = 2.79, p < 0.01) and job satisfaction (z = 2.15, p < 0.05) – H5 Supported.
Challenge stressor as an independent variable
There is a significant negative indirect effect of challenge stressors on turnover intention through emotional exhaustion (z = 2.39, p < 0.05) and job satisfaction (z = -2.31, p < 0.05) – H6 Supported.


Conclusion
Limitations & Future Research
Results would be applicable only in the context of Pakistani IT sector.
Dimensions other than identified by Cavanaugh et al. (2000) are not tested in the study.
Results reflected the view of people on what happened because of self-reported data. This could lead to biasness.
Cross sectional study weakens the causal inference.

Following are the research objectives of this study:

To examine the challenge-hindrance framework and different turnover models through literature review.
To examine the type of relationship between challenge-hindrance stress and emotional exhaustion.
To examine the type of relationship between emotional exhaustion and job satisfaction.
To examine the type of relationship between job satisfaction and turnover intention.
To determine whether perceived job alternatives moderates the relationship between job satisfaction and turnover intention.
To identify the relationship between two-dimensional stressors and turnover intention in the presence of mediating and moderating variables.

Following hypotheses are drawn from above mentioned theoretical frameworks:

Hypothesis 1(a): Challenge stressors are positively related to emotional exhaustion.
Hypothesis 1(b): Hindrance stressors are positively related to emotional exhaustion.
Hypothesis 2: Emotional exhaustion is negatively related to job satisfaction.
Hypothesis 3: Job satisfaction is negatively related to turnover intention.
Hypothesis 4: Perceived job alternatives moderate the relationship between job satisfaction and turnover intention.
Hypothesis 5: The positive relationship between hindrance stressors and turnover intention is mediated by emotional exhaustion and job satisfaction.
Hypothesis 6: The negative relationship between challenge stressors and turnover intention is mediated by emotional exhaustion and job satisfaction.
Both challenge and hindrance stressors were positively related to emotional exhaustion.
Emotional exhaustion was negatively related to job satisfaction.
Job satisfaction was negatively related to turnover intention.
Perceived job alternatives did not moderate the relationship between job satisfaction and turnover intention.
The positive relationship between hindrance stressor and turnover intention is mediated by exhaustion and job satisfaction.
The negative relationship between challenge stressor and turnover intention is mediated by exhaustion and job satisfaction.
The results implies that emotional exhaustion and job satisfaction were the most important factors in explaining the relationship between challenge-hindrance stressors and turnover intention
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