The Relationship Between Role Overload And Turnover Intention

Under the background of globalization,market competition is becoming increasingly fierce.In order to improve organizational efficiency and effectiveness,organizations have more and more demands on the role of employees,which are becoming more and more complex,many employees will feel the pressure of role overload.Role overload refers to the load pressure when an individual is faced with too many responsibilities or role requirements beyond his or her ability.Employees' negative attitudes and behaviors due to role overload will cause certain damage to the organization,such as active turnover behavior.Although involuntary turnover of employees may promote the alternation of new and old employees and update organizational knowledge and age structure to a certain extent,the active turnover behavior of employees often brings many negative effects to the organization,such as the vacancy of old employees caused by short-term recruitment of new employees,the loss of production and operation,the cost loss of training new employees,the cost loss of new employees and new employees.The loss of the efficiency of the original staff running-in will erode the business profits of the enterprise and cause the decline of the competitiveness of the enterprise.Therefore,it is a major challenge for Chinese companies to effectively prevent the loss of talents under the pressure of giving employees a variety of job roles.Although scholars have paid much attention to the study of turnover intention in the last century,few scholars have paid direct attention to the impact of role overload on turnover intention.This paper collects related literatures such as role overload and turnover intention,and organizes and reviews these documents to lay the theoretical foundation of this paper.Then,through a questionnaire survey of 278 employees in Hubei,Guangdong and other regions,a model of the impact of role overload on turnover intention was constructed.AMOS 17.0 and SPSS 19.0 were used to analyze the collected 278 questionnaires.The results showed that the role overload positively affected the willingness to leave;the leadership member exchange and leadership support negatively adjusted the relationship between role overload and turnover intention;meanwhile,leadership Member exchange and leadership support play a complex regulatory effect in the relationship between role overload and turnover intention.When leadership support and leadership member exchange are high,role overload has the weakest positive impact on turnover intention.Based on the job requirement resource model,this study studies the impact of role overload on turnover intention,deepens the research on the impact of role overload,and enriches the theoretical system of role pressure.At the same time,the research results also have certain significance for the actual management process.First,the external pressure of the organization is distributed to employees through different roles,but the organization should pay attention to the role overload level of the employees to avoid losses caused by excessive load.Secondly,when employees assume multiple roles in the organization,it is inevitable that the willingness to leave is relatively high.At this time,organizations and managers should always pay attention to this negative impact and effectively intervene from the management process.Supporting employee decisions,giving employees a variety of channels to exchange resources,etc.to mitigate the negative impact of this role overload.Of course,if the organization is to eliminate this negative psychological perception to the greatest extent,the interventions should be diversified.