COVID-related Changes as Predictors of Turnover Intention in India

Description

Page: 581-586

Fariha Ishrat Ullah¹ and Swyam Mehrotra² (Department of Psychology, Jamia Millia Islamia, New Delhi¹, Department of Psychology, University of Lucknow, Lucknow, Uttar Pradesh²)

The nationwide lockdown left over 10 million citizens unemployed and up to 97% of households’ income dropped enormously during COVID-19 mentions Hindustan Times (2021) these unemployed victims were willingly sitting in their homes while certain were forced to (Desk, 2022). This voluntary and involuntary phenomenon of leaving a job is called turnover intention. Its implication costs organizations heavy losses including human capital, profit, and potential customer loss. The presented study attempts to understand the reasons behind employee turnover in the past two to three years apart from the traditional known factors. This investigation’s correlational design uses several trustworthy scales to measure various employee factors. (N:151) One hundred and fifty-one participants were chosen at random from six different sectors including IT, finance and banking, retail, BPO, hospitality, and others. Obtained data was analysed through Statistical Packages for Social Sciences (SPSS, 29.01.0(171) version). Correlation coefficient, Simple, and Multiple Linear Regression Analysis (MLRA) were used for analysis. Seven COVID-related changes were maintained as factors after thorough literature research and interviews to understand how much they predict turnover intention. Results indicate a strong association between turnover intention and COVID-related changes (Death Anxiety, Job Insecurity, Work-Life Balance, Burnout at work, Burnout personal, Work-related changes, Social Support); nevertheless, there was a negative correlation between turnover intention and social support. However, there was no connection between turnover intention and death anxiety. The obtained results help us comprehend that Death Anxiety, Work-Life Balance, and Burnout do not predict turnover Intention (i.e., changes in these factors do not have any significant effect on Turnover intention). However, Job insecurity, Burnout at work, Work Related Changes, and Social Support predict turnover intention (i.e., changes in these variables have a significant effect on turnover intention). The findings strongly support the adoption of several strategies that might aid in limiting these turnover intention-causing elements. It fosters optimism for planning, managing, forecasting, and learning more about these causal elements that may aid us in regulating such unusual situations as the current epidemic soon.