Mediating role of loneliness and organizational conflict between work overload and turnover intention

Abstract

The fact that organizations offer employees a positive organizational climate not only increases employees’ happiness levels but also raises the level of creativity of employees. When it is thought that the only way for organizations to survive in a competitive environment is innovative and creative applications, the positive dynamics within the organization once again emerges. This research focuses on negative behaviors such as work overload, loneliness, organizational conflict and turnover intention which affect employees’ creativity and it aims to discover the mediating role of loneliness and organizational conflict between work overload and turnover intention. In the present research, a survey was conducted including 145 service sector employees. To analyze the demographic characteristics of the participants, internal consistency and correlations of scales, SPSS 22.0; and to test the mediating role, SmartPLS 2.0 were used. According to the analysis results; it is determined that between work overload and turnover intention, loneliness and organizational conflict have a mediating role. When all the results are evaluated together, work overload in the organization forces employees to extreme behavior and it is found that employees feel loneliness or conflict, and as a result, their turnover intention increases. Related to this, it is possible to say that the overloaded employees get further away from creativity.