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Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities

Author

Listed:
  • Vishnu Parmar

    (University of Sindh, Pakistan)

  • Zahid Ali Channar

    (Sindh Madressatul Islam University, Pakistan)

  • Rizwan Raheem Ahmed

    (Indus University, Pakistan)

  • Dalia Streimikiene

    (Vilnius University, Lithuania)

  • Munwar Hussain Pahi

    (PAF-Karachi Institute of Economics & Technology, Pakistan)

  • Justas Streimikis

    (Lithuanian Centre for Social Sciences, Lithuania; University of Economics and Human Science in Warsaw, Poland)

Abstract

Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square — structural equation approach — PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees’ turnover for other industries as well.

Suggested Citation

  • Vishnu Parmar & Zahid Ali Channar & Rizwan Raheem Ahmed & Dalia Streimikiene & Munwar Hussain Pahi & Justas Streimikis, 2022. "Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities," Oeconomia Copernicana, Institute of Economic Research, vol. 13(1), pages 251-286, March.
    • Handle: RePEc:pes:ieroec:v:13:y:2022:i:1:p:251-286
    DOI: 10.24136/oc.2022.008
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    References listed on IDEAS

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    5. Lowman, Graham H., 2016. "Moving Beyond Identification: Using Gamification To Attract and Retain Talent," Industrial and Organizational Psychology, Cambridge University Press, vol. 9(3), pages 677-682, September.
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    Cited by:

    1. Rizwan Raheem Ahmed & Munwar Hussain Pahi & Shahid Nadeem & Riaz Hussain Soomro & Vishnu Parmar & Fouzia Nasir & Faiz Ahmed, 2023. "How and When Ethics Lead to Organizational Performance: Evidence from South Asian Firms," Sustainability, MDPI, vol. 15(10), pages 1-29, May.
    2. Alina Mihaela Dima & Mihail Busu & Vanesa Madalina Vargas, 2022. "The mediating role of students’ ability to adapt to online activities on the relationship between perceived university culture and academic performance," Oeconomia Copernicana, Institute of Economic Research, vol. 13(4), pages 1253-1281, December.

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    More about this item

    Keywords

    turnover intention; job burnout; emotional exhaustion; organizational cynicism; professional efficacy; subjective vitality; affective commitment; normative commitment; continuance commitment;
    All these keywords.

    JEL classification:

    • C12 - Mathematical and Quantitative Methods - - Econometric and Statistical Methods and Methodology: General - - - Hypothesis Testing: General
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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