The Role of Organizational Commitment as a Mediator of Burnout Syndrome and Turnover Intention

Abstract

Turnover intention is the tendency or intention of employees to stop working from their jobs voluntarily or move from one workplace to another according to their own choice. The purpose of this study is to investigate the effect of burnout on turnover intentions, the organizational commitment to turnover intentions, and the indirect relationship between burnout and turnover intentions through organizational commitment. This type of research is a quantitative study. The sampling in this study used probabilistic sampling using cluster sampling and simple random sampling. The study population consisted of healthcare professionals from five hospitals in Surabaya as referrals for Covid19 patients. The sample contains 100 respondents. Route analysis by the Smart PLS 2.0 program is used as a data analysis method. The results show that burnout affects turnover intentions. Burnout adversely affects an organization's commitment, which in turn adversely affects the intent of leaving a job. In addition, the results of indirect impact tests show that organizational commitment can mediate the relationship between burnout and willingness to leave.

Keywords: Job Insecurity, Burnout, Turnover Intention, Organizational Commitment