Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support
Journal of Organizational Change Management
ISSN: 0953-4814
Article publication date: 29 July 2020
Issue publication date: 7 December 2020
Abstract
Purpose
The purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.
Design/methodology/approach
The empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.
Findings
The paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.
Originality/value
This paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.
Keywords
Citation
Srivastava, S. and Agrawal, S. (2020), "Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support", Journal of Organizational Change Management, Vol. 33 No. 7, pp. 1431-1447. https://doi.org/10.1108/JOCM-02-2020-0063
Publisher
:Emerald Publishing Limited
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