Employee turnover intention: The predictive role of work-related burnout and psychosocial climate among university workers

This study aimed to investigate the extent to which work-related burnout and psychosocial environment predicted intention
to leave employment. This cross-sectional survey sampled 1 222 Ghanaian university employees (females = 37.1%; age
range = 18 to above 60 years; mean years of work experience = 5 years, SD = 3.1 years). The employees completed
Demand-Control-Support, Work Burnout, Chronic Work Discrimination and Harassment, and Turnover Intention Measures.
Using structural equation modelling (SEM), results indicate that work factors like job demand, job decision latitude and
harassment predict turnover intention. Personal factors of depersonalisation and diminished personal accomplishment (but
not emotional exhaustion) significantly influenced the turnover intention of the workers. Both female and male academic
and non-academic employees reported experiencing significantly higher levels of work factors and personal factors and a
moderate level of turnover intention. There is a need for university administration to create a workplace climate team to
support employees in performing their roles.