| Abstract [eng] |
100 pages, 24 tables, 21 pictures, 92 sources The Covid-19 pandemic has changed the way many organizations organize their workforce – remote work has spread and it is changing the labor market, increasing employee fatigue and causing mass resignations. In order to reduce the employee turnover rate, organizations aim to measure the employee's intention to leave the organization and find out the reasons for the that. Among such reasons are perceived social support at work and emotional fatigue. There is a lack of research in the scientific literature that explains the relationship between the intention to leave the organization and the perceived social support, psychological capital and emotional exhaustion, so this study aimed to determine the influence of emotional fatigue and psychological capital on the relationship between the perceived social support and the turnover intention. Using the Psychological Capital Questionnaire scale (Avey et al., 2011), the Maslach Burnout Inventory fatigue subscale (Roodt, 2004), the Perceived Job Characteristics social support subscale (Schaufeli et al., 2020), and the Intention to Leave scale (Haynes et al., 1999), in 2022 group of 305 respondents, aged 19-64 (221 women, 84 men), who work remotely at least 1 day per week were surveyed. The results revealed that perceived social support negatively affects the turnover intention and emotional fatigue, while emotional fatigue mediates the relationship between perceived social support and the turnover intention in the organisation. Moderating effect of psychological capital between perceived social support and turnover intention was not supported. |
