Burnout and job performance as mediated by intention to quit: Context of hospitality employees

This study investigates the statistical relationships between burnout, job performance, and intention to quit among hospitality employees in Davao City. Employing a quantitative, cross-sectional design, data were collected from 304 respondents using validated scales for both predictor and criterion variables. Results from the SPSS data analysis revealed that the overall level of burnout among hospitality employees was moderate, with workload, mental health, and organizational support identified as key contributing factors. Job performance was rated positively, reflecting a generally high level of satisfaction and the beneficial impact of leadership and organizational commitment. Intention to quit was also moderate, although a detailed analysis identified emotional exhaustion, depersonalization, and diminished personal accomplishment as its primary dimensions further analysis indicated that burnout significantly influences job performance directly and indirectly through intention to quit. Specifically, higher burnout levels correlated positively with performance but were mitigated by turnover intentions, adversely impacting productivity. The mediation analysis confirmed that intention to quit partially mediates the relationship between burnout and job performance, indicating that while burnout directly influences performance, part of its effect is channeled through turnover intentions. These findings underscore the critical role of leadership, organizational support, and mental health resources in mitigating burnout and enhancing job satisfaction. Recommendations include implementing mental health and wellness programs, fostering supportive leadership, and promoting work-life balance to sustain employee engagement and reduce turnover rates in the hospitality sector.