The mediation role of organizational commitment in the effect of burnout syndrome on quitter intention

In this study, burnout syndrome, organizational commitment, and turnover intention were used as variables, and the aim was to examine the relationships between these variables. In line with this objective, the existing literature on burnout syndrome, organizational commitment, and turnover intention was reviewed, and a research study was conducted within this scope. The sample of the study consisted of 256 academic staff members working at Gümüşhane University. An online survey was administered to the academics, and data were collected from 256 voluntary participants. The data obtained from the surveys were analyzed using the SPSS program. Factor and reliability analyses were conducted on all the data, and the hypotheses of the study were tested based on these analyses. Autocorrelation, correlation, regression, and mediation analyses were carried out to reveal the causal relationships among burnout, organizational commitment, and turnover intention. One-way analysis of variance (ANOVA) was used to determine whether there were differences between groups, and independent samples t-tests were applied for comparisons between two groups. As a result, a negative relationship was found between burnout and organizational commitment, and it was determined that burnout syndrome significantly reduces employees' organizational commitment. A strong and negative relationship was also found between organizational commitment and turnover intention, indicating that the more committed an employee is to the organization, the less likely they are to consider leaving. It was found that the increasing effect of burnout syndrome on turnover intention is partly due to the decrease in employees' organizational commitment, and that organizational commitment plays a partial mediating role. These results, presented in tables, have been interpreted individually, and conclusions and recommendations have been added to the study. Keywords: Burnout syndrome, turnover ıntention, organizational commitment.