Job Autonomy, Workload, and Turnover Intention: The Mediating Role of Burnout and the Moderating Role of Emotional Intelligence
DOI: https://doi.org/10.5281/zenodo.21679364
Dr. Geeta Rani, Dr. Pooja Sharma, Dr. Himanshu Kataria, Dr. Punam Agrawal
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Keywords:
Job autonomy, workload, burnout, emotional intelligence, turnover intention, PLS-SEM, India
Abstract:
Purpose - In today’s day and age, employee turnover now has become one of the most pressing issues for companies across the globe. Previous studies have focused on the job design and psychological resources rather than burnout variables and emotional intelligence in predicting turnover, and only a few empirical studies have examined the combined effect of job autonomy, job workload, feelings of burnout, and emotional intelligence (EI) on turnover. In this study, the effect of job autonomy and job workload on employees' intentions to quit was examined, with burnout as a mediator, and whether emotional intelligence would moderate the relationship between job autonomy and job workload, and the intentions to quit.
Design/methodology/approach – The data were collected from 761 full time employees of different industries from five major metros across India in organizations with formalized HR practices. Job autonomy, workload, burnout, emotional intelligence, and turnover intention were measured using reliable scales, which were completed with a structured questionnaire. The analysis was performed through the application of Partial Least-Squares Structural Equation Modelling (PLS-SEM) software which was implemented by SmartPLS 4 with 5,000 subsampling using bootstrapping. A rationale for sampling being homogeneous in the purposive and snowball samples is that roles and sectors were represented.
Findings – The results show that job autonomy has a high negative association with burnout, and workload has a high positive association with burnout. Turnover intention, as a mediating variable, is another important predictor of burnout, with job autonomy and workload being two important factors. Notably, emotional intelligence significantly moderates the workload–burnout and burnout–turnover intention relationships, buffering the adverse impacts of high demands and emotional strain on withdrawal intention. Demographic factors did not have a statistically significant effect on either burnout or turnover intention, indicating that job design and psychological resources are more important.
Research limitations/implications – By examining the concept of emotional intelligence in relation to turnover, researchers add affective competencies to models of job stress and its integration with HR practice and organizational design. The application of an EI approach to academic programs and management development may be beneficial in addressing challenges to student retention proactively.
Practical implications – A comprehensive strategy for preventing burnout and turnover would involve incorporating emotional intelligence training into HR and managerial practices, as well as making changes to the autonomy of the job and to the amount of work required. Organizations can create an EI-based intervention, encourage flexible job structures and promote empowerment of staff through participatory work practices.
Social implications – Promoting autonomous, emotionally intelligent cultures at work can demystify the dialogue about stress and burnout, break the taboo surrounding employees' withdrawals and create a more comprehensive culture of employee wellbeing. If such practices become common, they can help to build resilience within the organization and in society.
Originality/value – This study has a unique contribution with respect to literature of occupational health psychology & HR management by investigating the role of burnout as a mediator and emotional intelligence as a moderator in the relation between autonomy and workload turnover in the Indian context of work. The research contributes to theory and practice by showing the potential for the interaction of nuanced job design and personal resource strategies to influence retention.