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Why Are Your Employees Leaving the Organization? The Interaction Effect of Role Overload, Perceived Organizational Support, and Equity Sensitivity

Author

Listed:
  • Cheol Young Kim

    (School of Business Administration, Myongji University, Seoul 15770020, Korea)

  • Joo Han Lee

    (School of Business, Yeungnam University, Gyoengsan 38541, Korea)

  • Soo Young Shin

    (School of Business, Yeungnam University, Gyoengsan 38541, Korea)

Abstract

Drawing on job demand-resources (JDR) theory, this study proposes that role overload and perceived organizational support have interaction effects on turnover intention. Further, we investigate the dynamics between role overload and turnover intention by considering differences in individuals’ reactions to inequity. We conducted several hierarchical regression analyses to test our hypotheses using data from 207 team members at 12 manufacturing companies in South Korea. The results reveal a positive relationship between role overload and turnover intention and a significant joint moderation effect of perceived organizational support and equity sensitivity. This study expands on JDR theory by simultaneously considering the buffer and strain hypotheses in the role overload–turnover relationship and its link to equity sensitivity.

Suggested Citation

  • Cheol Young Kim & Joo Han Lee & Soo Young Shin, 2019. "Why Are Your Employees Leaving the Organization? The Interaction Effect of Role Overload, Perceived Organizational Support, and Equity Sensitivity," Sustainability, MDPI, vol. 11(3), pages 1-10, January.
    • Handle: RePEc:gam:jsusta:v:11:y:2019:i:3:p:657-:d:201103
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    References listed on IDEAS

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    1. Roohangiz Karimi & Zoharah Binti Omar & Farhad Alipour & Zinab Karimi, 2014. "The Influence of Role Overload, Role Conflict and Role Ambiguity on Occupational Stress among Nurses in Selected Iranian Hospitals," International Journal of Asian Social Science, Asian Economic and Social Society, vol. 4(1), pages 34-40.
    2. Roohangiz Karimi & Zoharah Binti Omar & Farhad Alipour & Zinab Karimi, 2014. "The Influence of Role Overload, Role Conflict and Role Ambiguity on Occupational Stress among Nurses in Selected Iranian Hospitals," International Journal of Asian Social Science, Asian Economic and Social Society, vol. 4(1), pages 34-40, January.
    3. Kim, Ahraemi & Mor Barak, Michàlle E., 2015. "The mediating roles of leader–member exchange and perceived organizational support in the role stress–turnover intention relationship among child welfare workers: A longitudinal analysis," Children and Youth Services Review, Elsevier, vol. 52(C), pages 135-143.
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    Cited by:

    1. Feng Zeng Xu & Yun Zhang & Huixin Yang & Bob T. Wu, 2020. "Sustainable HRM through Improving the Measurement of Employee Work Engagement: Third-Person Rating Method," Sustainability, MDPI, vol. 12(17), pages 1-22, August.
    2. Tae-Soo Ha & Kuk-Kyoung Moon, 2023. "Organizational Justice and Employee Voluntary Absenteeism in Public Sector Organizations: Disentangling the Moderating Roles of Work Motivation," Sustainability, MDPI, vol. 15(11), pages 1-18, May.
    3. Suchuan Zhang & Wenzhao Zhang, 2021. "A Serial Mediation Model of Perceived Organizational Support on Turnover Intention: The Role of Job Crafting and Thriving at Work," International Journal of Human Resource Studies, Macrothink Institute, vol. 11(1), pages 146163-1461, December.

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