The Impact of Job Stress on Turnover Intentions and the Role of Employee Psychological Wellbeing as a Mediator
Chapter One
Research Objectives
General Objectives
The primary aim of this study is to investigate the impact of job stress on turnover intentions, with a focus on the mediating influence of employee psychological well-being at Ho Municipal Hospital in the Volta Region.
Specific Objectives
The specific objectives are outlined as follows:
- To examine the effect of job stress on turnover intentions.
- To examine the effect of job stress on employee psychological wellbeing.
- To investigate the influence of employee psychological wellbeing on turnover intentions.
- To examine the mediating role of employee psychological wellbeing in the relationship between job stress and turnover intentions.
CHAPTER TWO
LITERATURE REVIEW
Introduction
The purpose of this chapter is to examine the relevant literature on the impact of job stress on turnover intentions, with a focus on how employees’ psychological well-being may play a mediating role. This review will help to further our understanding of the study’s objectives and the topic under investigation. This chapter holds significance for the researcher as it aids in gaining a thorough understanding of the concepts and theories within the research field. Various authors and researchers have contributed to the literature on the impact of job stress on turnover intentions, making it essential for the researcher to familiarize himself with this body of work, review of concepts and empirical works and the conceptual framework.
Conceptual Review
In this segment, the researcher will investigate the essential themes central to this study. Subsequent sections will further explore hypothesis development and elucidate the connections between the variables.
Job Stress
Job stress remains a widespread issue in today’s fast-paced, high-pressure work environments, impacting both employee well-being and organizational performance. Recent studies confirm that job stress arises from the interaction between an individual’s capabilities and job demands, where imbalance can lead to negative outcomes (Sonnentag & Zijlstra, 2019). This stress can manifest in both physical and psychological health challenges, as well as deteriorating job performance (Goh, Pfeffer, & Zenios, 2015).
The increasing complexity and expectations placed on workers is a significant contributor to job stress. Selye’s (1976) foundational concept of “stress of life” still resonates, highlighting how external demands such as long hours, tight deadlines, and growing responsibilities can overwhelm employees. The chronic nature of such stress can increase the risk of burnout, leading to mental health issues such as anxiety, depression, and fatigue (Maslach & Leiter, 2016).
Recent meta-analyses continue to show that job stress is linked to significant physical health problems, including cardiovascular issues and gastrointestinal disorders, due to the body’s continuous stress response (Kivimäki et al., 2018). The heightened levels of cortisol and adrenaline can weaken the immune system, making employees more vulnerable to illness.
In addition to physical health impacts, mental health is significantly affected by chronic job stress. Recent research continues to demonstrate a link between job stress and mental health disorders, including depression and anxiety (Stansfeld & Candy, 2006). Chronic workplace stress may lead to feelings of helplessness and decreased self-worth, often resulting in reduced productivity and increased absenteeism (Taris, 2016).
Workplace factors such as control and autonomy are critical to understanding job stress. The Job Demand-Control model (Karasek, 1979) remains highly relevant, asserting that stress levels are exacerbated when employees face high demands with limited control over their work. This situation is often linked to frustration and powerlessness, which negatively affects job satisfaction and performance (Van der Doef & Maes, 2018). Additionally, work environments lacking social support or characterized by hostile climates can significantly increase stress (Goh et al., 2015). The perception of an unsupportive work environment, as well as a lack of resources, can lead to isolation and disengagement, further escalating stress levels.
Individual differences, such as personality traits and coping strategies, also play a crucial role in how employees experience stress. Research by Lazarus (1991) and more recent studies indicate that individuals who tend to perceive work situations as threatening are more likely to experience high levels of stress. Their cognitive appraisal of challenges often leads to feelings of anxiety or helplessness, making stress management even more crucial (Heimberg et al., 2021).
CHAPTER THREE
Introduction
This chapter provides a detailed explanation of the study’s design and procedures. It covers various aspects such as the research design, purpose, population, sampling methods, sources of data, data analysis techniques, validity and reliability of the data, and ethical considerations.
Research Design
The term “research design” encompasses a comprehensive framework that effectively integrates various components of a study to address the research topic in a cohesive and logical manner. It serves as a strategic approach to address research questions (Saunders, Lewis & Thornhill, 2007).
Numerical data collection and analysis are the main goals of quantitative research. Surveys, experiments, and statistical data analysis are examples of organized techniques used to measure variables, find relationships, and test hypotheses. The purpose is to generate unbiased, broadly applicable findings that may be repeated in many settings or populations. In disciplines like education, health, and the social sciences, this method is frequently employed (Creswell & Creswell, 2018).
Population of the Study
A population refers to a group of events, individuals, or objects that share a common characteristic (Kothari, 2012). It is essential for the population to possess distinct traits that the researcher aims to investigate in order to derive meaningful conclusions from the study (Mugenda & Mugenda, 2012). In this particular case, the target population consists of healthcare employees, specifically 200 individuals from the Ho Municipal Hospital in the Volta Region. Within this population, we find a diverse group comprising doctors, nurses, and administrators.
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION
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