Emotional Dynamics in Workplace Conflict and Employee Turnover

Abstract

The turnover intention is an inclination of the employee to leave a job. It has become a topic of interest for researchers in business. This study examines the impact of role conflict, role ambiguity, and interpersonal conflicts on turnover intention with the mediating role of emotional exhaustion and moderating role of emotional regulation. This study focuses on the banking sector of Karachi. The research has utilized SMART PLS .4 for data analysis. The study found that role conflict and interpersonal conflict significantly affect turnover intention, but role ambiguity insignificantly affects turnover intention. We found emotional exhaustion significantly mediates (i) role conflict and turnover intention, but emotional exhaustion insignificantly mediates (ii) role ambiguity and turnover intention and interpersonal conflict and turnover intention. Using emotional regulation as a moderator, we found emotional regulation significantly moderates (i) role ambiguity and turnover intention and (ii) interpersonal conflict and turnover intention, but emotional regulation insignificantly moderates (iii) role conflict and turnover intention. The implications of these conclusions extend beyond the banking sector, suggesting a broader relevance in understanding the emotional dynamics that underlie employee turnover across industries