Lecture Notes: Mediating Effect of Exhaustion in ERI and Turnover Intentions

Abstract

• Objectives
  • Explore the relationship between effort-reward imbalance (ERI) and turnover intentions.
  • Investigate if exhaustion mediates this relationship.
• Methods
  • Used data from the Swedish Longitudinal Occupational Survey of Health (SLOSH).
  • Analyzed using structural equation modeling and cross-lagged mediation analyses.
• Results
  • Direct path from ERI at Time 1 (T1) to turnover intentions at Time 2 (T2).
  • Significant association of ERI with exhaustion over time.
  • Statistically significant indirect effect from ERI to turnover intentions via exhaustion.
• Conclusions
  • Balancing effort and reward is crucial to prevent employee turnover and enhance health.

Introduction

• Effort-Reward Imbalance (ERI) Model
  • Explains strain from workplace factors based on social exchange and distributive justice.
  • Stress arises when work efforts are not matched with rewards.
  • ERI linked to negative health outcomes (cardiovascular, depression).
  • Withdrawal behaviors like turnover intentions may stem from ERI.

Methodology

• Sample
  • Data from SLOSH study, initiated in 2006.
  • Sample size for analysis: 7,375 participants.
• Measures
  • Effort-reward imbalance assessed through a validated questionnaire.
  • Exhaustion measured using Shirom-Melamed Burnout Measure.
  • Turnover intentions measured by single-item question.
• Covariates
  • Controlled for age, gender, income, and job change.

Analytical Strategy

• Used structural models with cross-lagged panel models.
• Models tested:
  • Autoregressive model
  • Direct effects model
  • Mediation model
  • Reversed direct effects model
  • Full effects model

Results

• ERI associated with exhaustion two years later.
• Direct association of ERI at T1 with turnover intentions at T2.
• Significant indirect path via exhaustion from ERI to turnover intentions.
• Reversed paths: Exhaustion and turnover intentions negatively associated with ERI later.

Discussion

• ERI predicts exhaustion and turnover intentions over time.
• Exhaustion mediates the ERI-turnover intentions link.
• Higher income correlates with higher turnover intentions possibly due to alternate opportunities.
• Job change negatively associated with ERI, exhaustion, turnover intentions.
• Reversed effects suggest possible coping mechanisms.

Strengths and Limitations

• Prospective design with three measurement waves.
• Generalizable to a working population.
• Limitations: Focused on one burnout dimension, potential sample attrition.

Concluding Remarks

• ERI impacts both exhaustion and turnover intentions.
• Organizations should improve ERI to reduce turnover.
• Interventions should address both individual and organizational levels.

Acknowledgements

• Supported by Swedish Research Council and other entities.

References

• Includes references to foundational and recent studies on ERI, exhaustion, and turnover intentions.