Psychosocial job characteristics, employee well‐being, and quit intentions in Pakistan's insurance sector

Abstract

Researchers applied Karasek's job demand–control–social support model to examine the impact of psychosocial job characteristics on frontline sales employees' well‐being and intentions to quit. Focused on the demanding insurance industry, their study gathered feedback from 331 frontline sales employees in four major insurance companies in Pakistan to analyze their level of job satisfaction, burnout, and quit intentions. The results indicated that the level of job demands and supervisor support and peer support were associated with employee well‐being, but that the level of job control was not. In addition, the study found that burnout, along with low levels of supervisor support and peer support, is a significant predictor of quit intentions. It also revealed that burnout partially mediates the effect of peer support on quit intentions and fully mediates the effect of job demands on quit intentions. These findings point to several policy recommendations to foster the favorable psychosocial job characteristics needed to improve employees’ job satisfaction and reduce turnover.