ISSN (Online): 2321-3418
server-injected
Economics and Management
Open Access

The Influence of High Performance Work System, Burnout on Intention to Leave with Mentoring as a Moderating Variable

,
DOI: 10.18535/ijsrm/v12i08.em22· Pages: 7230-7241· Vol. 12, No. 08, (2024)· Published: August 23, 2024
PDF
Views: 352 PDF downloads: 136

Abstract

Introduction: The Covid-2019 pandemic has had a negative impact on burnout and at the same time employee job satisfaction has become a benchmark for intentions to leave. Challenges in human resource management for health workers are experiencing very rapid changes which result in demand for nursing staff, community socio-economic conditions, declining family health status, and increasing public awareness. HPWS as a tool for identifying employee productivity with comprehensive training/mentoring contributes to new performance challenges. Fatigue and stopping work is a threat to companies. The aim of this research is to analyze the role of HPWS on intention to leave (ITL) with mentoring as a moderator and burnout as a mediator.

Method : Quantitative research method with survey method using primary data in the form of questionnaires distributed to health workers who handle Covid-19 at private hospitals in Kab. Ponorogo. The sampling technique used simple random sampling with a sample size of 162 people. Hypothesis testing using Structural Equation Modeling (SEM)-PLS analysis with WarpPLS 7.0.

Results : The research results show that HPWS has an influence on burnout and through mentoring moderation, HPWS has an influence on intention to leave, job satisfaction influences ITL with a significant difference (p<0.05).

Conclusion : These findings aim to determine the effect of HPWS on burnout, job satisfaction, Intention to Leave through mentoring before burnout occurs and after burnout occurs. These findings can help identify the influence of HPWS on intention to leave.

Keywords

High Performance Work SystemBurnoutIntention to LeaveMentoringjob satisfaction

References

  1. Agarwal, P. (2021). Shattered but smiling: Human resource management and the wellbeing of hotel employees during COVID-19. International Journal of Hospitality Management, 93(November 2020), 102765. https://doi.org/10.1016/j.ijhm.2020.102765DOI ↗Google Scholar ↗
  2. Al-Qudah, A. A., Al-Okaily, M., & Alqudah, H. (2022). The relationship between social entrepreneurship and sustainable development from economic growth perspective: 15 ‘RCEP’ countries. Journal of Sustainable Finance and Investment, 12(1), 44–61. https://doi.org/10.1080/20430795.2021.1880219DOI ↗Google Scholar ↗
  3. Anastia, D., Adriani, Z., & Ratnawati, R. (2021). Pengaruh kepuasan kerja terhadap turnover intention pada karyawan sales pt. dipo internasional pahala otomotif jambi. Jurnal Dinamika Manajemen, 7(2), 77–84.Google Scholar ↗
  4. Arum Maharani, D. P., & Mashuri, N. A. (2019). the Relationship of Staff Job Satisfaction and Intention To Leave From a Hospital. Indonesian Journal of Health Administration, 7(1), 81–88. https://doi.org/10.20473/jaki.v7i1.2019.81-88DOI ↗Google Scholar ↗
  5. Aydın, İ., Özdemir, H. Ö., & Demirdağ, Ş. A. (2020). Relationship Between Burnout and Intention to Leave in Hotel Establishments: The Case of Kırşehir/Turkey Hotels. Journal of Tourism and Gastronomy Studies, 8(1), 417–431. https://doi.org/10.21325/jotags.2020.556DOI ↗Google Scholar ↗
  6. Boamah, S. A., & Laschinger, H. (2016). The influence of areas of worklife fit and work-life interference on burnout and turnover intentions among new graduate nurses. Journal of Nursing Management, 24(2), E164–E174. https://doi.org/10.1111/jonm.12318DOI ↗Google Scholar ↗
  7. Cook, T. E., Dimant, O. E., Novick, R., Adegbola, A., Blackstock, U., Drake, C. B., Patenaude, M. E., Ravenell, J. E., Radix, A., & Greene, R. E. (2020). Gendered Expectations: Strategies for Navigating Structural Challenges in Support of Transgender and Nonbinary Trainees in Academic Medicine. Academic Medicine, 95(5), 704–709. https://doi.org/10.1097/ACM.0000000000003202DOI ↗Google Scholar ↗
  8. Dorta-Afonso, D., Romero-Domínguez, L., & Benítez-Núñez, C. (2023). It’s worth it! High performance work systems for employee job satisfaction: The mediational role of burnout. International Journal of Hospitality Management, 108(September 2021). https://doi.org/10.1016/j.ijhm.2022.103364DOI ↗Google Scholar ↗
  9. Ehrnrooth, M., Koveshnikov, A., Wechtler, H., & Hauff, S. (2023). High performance work system and transformational leadership: Revisiting and questioning their implications for health-related wellbeing. Frontiers in Psychology, 14(February). https://doi.org/10.3389/fpsyg.2023.1072065DOI ↗Google Scholar ↗
  10. Fan, D., Cui, L., Zhang, M. M., Zhu, C. J., Härtel, C. E. J., & Nyland, C. (2014). Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector. In International Journal of Human Resource Management (Vol. 25, Issue 7, pp. 931–950). Taylor & Francis. https://doi.org/10.1080/09585192.2014.876740DOI ↗Google Scholar ↗
  11. Ghautama, H. (2019). Gender Dan Masa Kerja: Mampukah Memoderasi Pengaruh Antara High-Performance Work System Terhadap Kinerja Karyawan? Jurnal Ilmu Manajemen (JIM), 7(1), 160–171.Google Scholar ↗
  12. Gulzar Lecturer, S., & Ahmed Moon Shaheed Zulfiqar Ali Bhutto, M. (2014). The Darker Side of High Performance Work Systems: Examining Employee Psychological Outcomes and Counterproductive Work Behavior. Soc Sci Pakistan Journal of Commerce and Social Sciences, 8(3), 715–732.Google Scholar ↗
  13. Hämmig, O. (2018). Explaining burnout and the intention to leave the profession among health professionals - A cross-sectional study in a hospital setting in Switzerland. BMC Health Services Research, 18(1), 1–11. https://doi.org/10.1186/s12913-018-3556-1DOI ↗Google Scholar ↗
  14. Harley, B., Sargent, L., & Allen, B. (2010). Employee responses to “high performance work system” practices: An empirical test of the disciplined worker thesis. Work, Employment and Society, 24(4), 740–760. https://doi.org/10.1177/0950017010380638DOI ↗Google Scholar ↗
  15. Havaei, F., Macphee, M., & Susan Dahinten, V. (2016). RNs and LPNs: Emotional exhaustion and intention to leave. Journal of Nursing Management, 24(3), 393–399. https://doi.org/10.1111/jonm.12334DOI ↗Google Scholar ↗
  16. Hill, S. E. M., Ward, W. L., Seay, A., & Buzenski, J. (2022). The Nature and Evolution of the Mentoring Relationship in Academic Health Centers. Journal of Clinical Psychology in Medical Settings, 29(3), 557–569. https://doi.org/10.1007/s10880-022-09893-6DOI ↗Google Scholar ↗
  17. Jyoti, J., & Rani, A. (2018). Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model. Journal of Business Research, 98, 166–176. https://doi.org/10.1016/j.jbusres.2018.12.068DOI ↗Google Scholar ↗
  18. Jyoti, J., Rani, R., & Gandotra, R. (2015). The impact of bundled high performance human resource practices on intention to leave :Mediating role of emotional exhaustion. In International Journal of Educational Management (Vol. 29, Issue 4). https://doi.org/10.1108/IJEM-07-2014-0099DOI ↗Google Scholar ↗
  19. Kilroy, S., Flood, P. C., Bosak, J., & Chênevert, D. (2016). Perceptions of high-involvement work practices and burnout: the mediating role of job demands. Human Resource Management Journal, 26(4), 408–424. https://doi.org/10.1111/1748-8583.12112DOI ↗Google Scholar ↗
  20. Kloutsiniotis, P. V., Mihail, D. M., Mylonas, N., & Pateli, A. (2022). Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness. International Journal of Hospitality Management, 102(January), 103177. https://doi.org/10.1016/j.ijhm.2022.103177DOI ↗Google Scholar ↗
  21. Kotejoshyer, R., Gilmer, D. O., Namazi, S., Farr, D., Henning, R. A., & Cherniack, M. (2021). Impact of a total worker health® mentoring program in a correctional workforce. International Journal of Environmental Research and Public Health, 18(16). https://doi.org/10.3390/ijerph18168436DOI ↗Google Scholar ↗
  22. Kroon, B., van de Voorde, K., & van Veldhoven, M. (2009). Cross-level effects of high-performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review, 38(5), 509–525. https://doi.org/10.1108/00483480910978027DOI ↗Google Scholar ↗
  23. Lee, S. E., MacPhee, M., & Dahinten, V. S. (2020). Factors related to perioperative nurses’ job satisfaction and intention to leave. Japan Journal of Nursing Science, 17(1), 1–8. https://doi.org/10.1111/jjns.12263DOI ↗Google Scholar ↗
  24. Masum, A. K. M., Azad, M. A. K., Hoque, K. E., Beh, L. S., Wanke, P., & Arslan, Ö. (2016). Job satisfaction and intention to quit: An empirical analysis of nurses in Turkey. PeerJ, 2016(4). https://doi.org/10.7717/peerj.1896DOI ↗Google Scholar ↗
  25. Maulidina, A. N., & Frianto, A. (2021). Pengaruh High Performance Work System (HPWS) dan Konflik Peran terhadap Kepuasan Kerja. Jurnal Ilmu Manajemen, 9(2), 522. https://doi.org/10.26740/jim.v9n2.p522-535DOI ↗Google Scholar ↗
  26. Ngoc Su, D., Luc Tra, D., Thi Huynh, H. M., Nguyen, H. H. T., & O’Mahony, B. (2021). Enhancing resilience in the Covid-19 crisis: lessons from human resource management practices in Vietnam. Current Issues in Tourism, 24(22), 3189–3205. https://doi.org/10.1080/13683500.2020.1863930DOI ↗Google Scholar ↗
  27. Prakosa, M. M., & Dewanti, N. (2022). IMPACT OF BURNOUT SYNDROME ON INTENTION TO LEAVE AMONG NURSE AT X HOSPITAL GRESIK. 2, 44–50.Google Scholar ↗
  28. Söyük, S., & Gün, I. (2021). Effects of Job Satisfaction, Job Performance and Intention To Leave Job on Work Alienation: a Cross Sectional Study on Health Workers in Public Hospitals. Journal of Academic Social Resources, 6(25), 756–761. https://doi.org/10.31569/asrjournal.245DOI ↗Google Scholar ↗
  29. Stewart, C., Berta, W. B., Laporte, A., Deber, R., & Baumann, A. (2023). Nurses’ work, work psychology, and the evolution & devolution of care provision in nursing homes: A scoping review. International Journal of Nursing Studies Advances, 5(May). https://doi.org/10.1016/j.ijnsa.2023.100133DOI ↗Google Scholar ↗
  30. Van De Voorde, K., & Beijer, S. (2015). The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes. Human Resource Management Journal, 25(1), 62–78. https://doi.org/10.1111/1748-8583.12062DOI ↗Google Scholar ↗
  31. Vanhala, S., & Tuomi, K. (2006). HRM, Company Performance and Employee Well-being. Management Revu, 17(3), 241–255. https://doi.org/10.5771/0935-9915-2006-3-241DOI ↗Google Scholar ↗
  32. Wahid, I. S., & Hyams-Ssekasi, D. (2018). Impact of HPWS on employees’ performance within the Bangladeshi telecom sector. Journal for Global Business Advancement, 11(4), 516–543. https://doi.org/10.1504/JGBA.2018.097181DOI ↗Google Scholar ↗
  33. Waqar, H., Mahmood, A., & Ali, M. (2023). High-Performance Work Systems and Coping Strategies in Regulating Burnout and Safety Workarounds in the Healthcare Sector. SAGE Open Nursing, 9. https://doi.org/10.1177/23779608231162058DOI ↗Google Scholar ↗
  34. Wu, N., Hoque, K., Bacon, N., & Bou Llusar, J. C. (2015). High-performance work systems and workplace performance in small, medium-sized and large firms. Human Resource Management Journal, 25(4), 408–423. https://doi.org/10.1111/1748-8583.12084DOI ↗Google Scholar ↗
  35. Yulianti, P. (2020). Turn over Intention among Nurses: The Role of Job Demand and Job Burnout. Asian Business Review, 10(1), 69–72. https://doi.org/10.18034/abr.v10i1.463DOI ↗Google Scholar ↗
  36. Yulianti, P., & Nur Madina, N. (2018). Antecedent Burnout: Emotional Job Demand, Emotional Display Rules, Emotional Dissonance. KnE Social Sciences, 3(10), 1170–1179. https://doi.org/10.18502/kss.v3i10.3459DOI ↗Google Scholar ↗
  37. Yun, Z., Zhou, P., & Zhang, B. (2022). High-Performance Work Systems, Thriving at Work, and Job Burnout among Nurses in Chinese Public Hospitals: The Role of Resilience at Work. Healthcare (Switzerland), 10(10). https://doi.org/10.3390/healthcare10101935DOI ↗Google Scholar ↗
Author details
Bagus Arif Dwi Winarko
1Sebelas Maret University, Faculty of Business and Economics, Surakarta,
✉ Corresponding Author
👤 View Profile →
Hunik Sri Runing Sawitri
Sebelas Maret University, Faculty of Business and Economics, Surakarta,
ORCID ↗
👤 View Profile →🔗 Is this you? Claim this publication