Modelling job stress as a mediating role in predicting turnover intention

Mei Fang Chen, Chieh-Peng Lin*, Gin Yen Lien

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

36 Scopus citations

Abstract

Turnover intention has been an important issue for decades since management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. For that reason, this study proposed a research model of turnover intention based on Hackman and Oldham's [(1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.] job characteristics theory. The proposed research model is empirically tested using a survey of 255 employees from Taiwanese banks. Tests results of structural equation modelling provide evidence that role conflicts, role ambiguity, and role overload indeed have positive impacts on job stress. Employees with higher levels of job stress are more likely to think about leaving, while those perceiving more fairness of rewards are less likely. Implications for managerial administration and future research are discussed.

Original languageEnglish
Pages (from-to)1327-1345
Number of pages19
JournalService Industries Journal
Volume31
Issue number8
DOIs
StatePublished - 1 Jun 2011

Keywords

  • Job stress
  • Retail banking
  • Structural equation modelling
  • Turnover intentions

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