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Turnover intention and resistance to change

Turnover intention and resistance to change The purpose of this study is to examine the turnover intention – resistance to change relationship, the mediating role of burnout on this relationship and the moderating role of perceived organizational support.Design/methodology/approachData was gathered from the responses of 410 managers employed in private organizations from the Delhi NCR region of India to a questionnaire survey.FindingsThe results show that resistance to change is positively related to turnover intentions and this relationship is explained by burnout. Perceived organizational support acts as a moderator and when it is high the strength of this relationship will be reduced.Practical implicationsTherefore for organizations to reduce staff turnover managers should identify increased levels of resistance and strengthen perceived organizational support through development of a positive work environment alongside policies and practices which support employee wellbeing.Originality/valueThis paper has an original approach by considering burnout as an intervening variable in the relationship between resistance to change and turnover intentions and examining perceived organizational support as a moderating factor. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Management International Digest Emerald Publishing

Turnover intention and resistance to change

Human Resource Management International Digest , Volume 29 (5): 3 – Aug 19, 2021
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References (2)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
0967-0734
DOI
10.1108/hrmid-06-2021-0134
Publisher site
See Article on Publisher Site

Abstract

The purpose of this study is to examine the turnover intention – resistance to change relationship, the mediating role of burnout on this relationship and the moderating role of perceived organizational support.Design/methodology/approachData was gathered from the responses of 410 managers employed in private organizations from the Delhi NCR region of India to a questionnaire survey.FindingsThe results show that resistance to change is positively related to turnover intentions and this relationship is explained by burnout. Perceived organizational support acts as a moderator and when it is high the strength of this relationship will be reduced.Practical implicationsTherefore for organizations to reduce staff turnover managers should identify increased levels of resistance and strengthen perceived organizational support through development of a positive work environment alongside policies and practices which support employee wellbeing.Originality/valueThis paper has an original approach by considering burnout as an intervening variable in the relationship between resistance to change and turnover intentions and examining perceived organizational support as a moderating factor.

Journal

Human Resource Management International Digest – Emerald Publishing

Published: Aug 19, 2021

Keywords: Resistance to change; Turnover intention; Burnout; Perceived organizational support; India

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