Occupational stress and intention to leave among employees in small and medium enterprises.

Abstract

This paper examines the relationship between the occupational stress of employees in small and medium enterprises (SMEs) and their intentions to leave the organization. A sample of 154 employees from SMEs completed written questionnaires. The responses from the sample are used to test the hypotheses that job satisfaction, affective commitment, and perceived organizational support (POS) will mediate the relationship between stress and intention to leave. The results of the regression analyses indicate that POS fully mediates the relationship between stress and intention to leave, while job satisfaction and affective commitment are partial mediators of the aforementioned relationship. The implications of the findings for managementparticularly those in SMEs-are discussed, as are the limitations of the research and directions for future research in this domain.

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

“…Secondly, extensive data show that job satisfaction decreases intention to leave the organization (e.g., Blau, 2007;Lauver and Kristof-Brown, 2001;Poon, 2004;Tett, and Meyer, 1993) and increases OCB (e.g., Bateman & Organ, 1983;Blakely, Andrews, and Fuller, 2003;Podsakoff, MacKenzie, Paine, and Bachrach, 2000). Some recent research has provided interesting results that can help us formalize the mediating role of job satisfaction (Fried, Shirom, Gilboa, and Cooper, 2008;Villanueva, and Djurkovic, 2009). Villanueva and Djurkovic (2009) find that job satisfaction partially mediates the relationship between occupational stress and intention to leave the organization.…”

“…Some recent research has provided interesting results that can help us formalize the mediating role of job satisfaction (Fried, Shirom, Gilboa, and Cooper, 2008;Villanueva, and Djurkovic, 2009). Villanueva and Djurkovic (2009) find that job satisfaction partially mediates the relationship between occupational stress and intention to leave the organization. Using structural equation modeling, Fried et al (2008) provide an interesting step.…”

“…More precisely, we investigate the extent to which job satisfaction mediates the relationship between stressful work and the outcomes of intention to leave the employer and OCB. Although recent studies provide data showing such a mediating role (Fried, Shirom, Gilboa, and Cooper, 2008;Villanueva and Djurkovic, 2009), more research is needed. In particular, current research has neglected to consider OCB.…”

Examining Occupational Stress, Sources of Stress and Stress Management Strategies through the Eyes of Management Consultants: A Multiple Correspondence Analysis for Latent Constructs

“…ArmstrongStassen, 2004;Ben-Zur, 2009;González-Morales, Peiró, Rodríguez, & Greenglass, 2006;Ivancevich, Matteson, Freedman, & Phillips, 1990;Keita & Sauter, 1992;Kets de Vries, 2004;Quick, Murphy, & Hurrell, 1992;Villanueva & Djurkovic, 2009). …”

“…work design and ergonomics) (Cicero & Pierro, 2007;González-Morales et al, 2006;Jones et al, 1988;Lapierre & Allen, 2006), secondary that emphasizes worker training either in the form of health promotion or psychological skills (e.g. coaching) (Armstrong-Stassen, 2004;Giuseffi et al, 2011;Kets De Vries, 2004;Lindquist & Cooper, 1999;Villanueva & Djurkovic, 2009) and tertiary that corresponds to employee assistance (e.g. counselling) (e.g.…”