Demiral, Ö. Commuting Stress–Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees. Soc. Sci.2018, 7, 147.
Demiral, Ö. Commuting Stress–Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees. Soc. Sci. 2018, 7, 147.
Demiral, Ö. Commuting Stress–Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees. Soc. Sci.2018, 7, 147.
Demiral, Ö. Commuting Stress–Turnover Intention Relationship and the Mediating Role of Life Satisfaction: An Empirical Analysis of Turkish Employees. Soc. Sci. 2018, 7, 147.
Abstract
Using hierarchical regression analysis within a mediation model framework, the present study explores direct and indirect (through life satisfaction) causal impacts of commuting stress on turnover intention of employees from 29 business organizations in six populous cities of Turkey. A semi-random heterogeneous sample of 214 employees with different demographics was surveyed in winter and summer times for also capturing seasonal variations of variables. The results supporting the partial mediating role of life satisfaction in the positive relationship between commuting stress and turnover intention infer that commuting stress induces turnover intention directly and indirectly (by reducing life satisfaction). The analysis of variance reveals that demographic characteristics of employees such as gender, marital status, age, and family size together with commuting type and commuting duration matter for their perceived commuting stress, life satisfaction, and turnover intention levels. Commuting stress perception is relatively higher in summer time whereas the other magnitudes are consistently and significantly invariant between two survey implementations. The study concludes with a call for the consideration of commuting stress and life satisfaction together with environmental and demographic factors when analyzing the antecedents and consequences of employee turnover intention.
Copyright:
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