Investigation of human resource practices, burnout and turnover intention

Abstract

Employee turnover is a persistent and significant challenge that many organizations are currently dealing with. High turnover rates negatively impact an organization’s efficiency, success and performance as a whole. The purpose of this research is to examine the effect of burnout and human resources (HR) practices on employee turnover intentions. The study with a sample size of 165 was conducted in an organizational setting using convenience sampling and involved a sample of employees from various industries such as the medical industry, hospitality industry, banking industry, etc., using a quantitative research approach. A descriptive and causal-comparative research design was used to undertake the research. Data were collected using a structured questionnaire and analyzed using simple linear regression for impact assessment and step-wise regression was used to assess the mediating effect of burnout. The study found that burnout negatively and HR practices positively play a significant role in the turnover intention of employees. The study concludes that intervention in HR practices and burnout situations may help in improving employee turnover intention. Thus, the study finding supports managers in developing HR policies to reduce burnout experience and turnover intention of employees.