Impact of Perceived Organizational Support on Employee Turnover Intention: The Mediating Role of Job Burnout

This study is an investigation into the association between employee turnover intention and perceivedorganizational support of employeea as well as the mediating effect of job burnout. Job burnout has receivedexceptional attention in business research because it has several negative consequences on employeeperformance. Although employees from all fields of work get effected but burnout is a critical phenomenon fornursing community. Besides existence of plethora of research related to burnout, limited studies have discussedits role as a mediator between perceived organizational support and the turnover intentions. Current studyconducted a cross-sectional analysis of the data to analyse the phenomenon quantitatively. Sample of studycontains 212 nurses employed at private hospitals of Pakistan. A questionnaire given out by the researcher wasused to gather data in a formal setting. The regression analysis was performed to analyze a linear relationshipbetween the variables of study. Preacher and Hayes technique was used to investigate the mediation effectbetween the variables (Hayes & Preacher, 2010). Results reported in the study, as supported by the theory,demonstrated that perceived organizational support has statistically significant negative relationship withturnover intention of employees (Galanis et al., 2024). Results also found that job burnout is negatively associatedwith perceived organizational support and employee turnover intention and mediates the relationship betweenperceived organizational support and turnover intention in employees.