20.500.12556/DKUM-96279 The role of workload, nepotism, job satisfaction, and organizational politics on turnover intention a conservation of resources perspective Vpliv delovne obremenitve, nepotizma, zadovoljstva z delom in organizacijske politike na namen zamenjati zaposlitev iz perspektive ohranjanja kadrovskih virov Background: Despite extensive research on employee turnover intention in the existing literature. Previous studies have paid rare attention to the role of workload (WL), nepotism (N), job satisfaction (JS), and organization politics (OP) on turnover intention, especially, mediating the effect of harassment between WL, N, JS and OP on turnover intention in the Pakistani context. This study is using Hobfoll’s conservation of resources (COR) theory. Methods: Data were collected from 189 female employees (doctors and nurses) working in public and private hospitals in the province of Sindh, Pakistan, by adopting a purposive sampling technique. SmartPLS and SPPS were used to analyze the data. Results: The results demonstrated that workload and job satisfaction are positively related to harassment. At the same time, harassment has a direct effect on turnover intention. More importantly, harassment partially mediated the effect between workload and job satisfaction on turnover intention. In contrast, nepotism and organizational politics did not observe any significant relationship with harassment. However, it also did not have any mediating impact of harassment between nepotism and organizational politics on turnover intention. Conclusion: There is a lack of research on the antecedents of turnover intention in the existing literature especially in the developing country context (Pakistan). Furthermore, this study examined the mediation mechanism of harassment on turnover intention. In this way, this is an original contribution to the body of knowledge. Finally, COR theory has been utilized to explain how antecedents of turnover intention play their role along with harassment at the workplace. This study also advances the existing literature on human resource management. The current study provides insightful guidelines to policymakers, managers, and HRM practitioners for devising employee-friendly policies at the workplace. Ozadje: Raziskave o nameri fluktuacije zaposlenih so redko namenile pozornost vlogi delovne obremenitve (WL), nepotizmu (N), zadovoljstvu z delom (JS) in organizacijski politiki (OP) pri nameri menjave zaposlitve, še zlasti niso namenile pozornosti posrednemu učinku nadlegovanja, med WL, N, JS in OP o nameri zamenjave zaposlitve. Naša študija izhaja iz Hobfoll-ove teorije ohranjanja virov (COR). Metode: Podatke smo zbrali pri 189 zaposlenih ženskah (zdravnicah in medicinskih sestrah), ki delajo v javnih in zasebnih bolnišnicah v provinci Sindh v Pakistanu z namensko tehniko vzorčenja. Za analizo podatkov smo uporabili SmartPLS in SPPS. Rezultati: Delovna obremenitev in zadovoljstvo pri delu pozitivno povezana z nadlegovanjem. Hkrati ima nadlegovanje neposreden vpliv na namen zamenjave zaposlitve. Še pomembneje je, da ima nadlegovanje delno posredni učinek med obremenitvijo in zadovoljstvom z delom na namero o menjavi zaposlitve. Nasprotno pa nepotizem in organizacijska politika nista pokazala pomembne povezave z nadlegovanjem. Tudi nismo ugotovili nobenega posrednega vpliva nadlegovanja na namen zamenjave zaposlitve med nepotizmom in organizacijsko politiko. Zaključek: Izvirni prispevek te študije je preučevanje posredovalni vpliva nadlegovanja na namen zamenjave zaposlitve. COR uporabljena za razlago, kako predpostavke namena menjave zaposlitve vplivajo skupaj z nadlegovanjem na delovnem mestu. Študija daje oblikovalcem politik, menedžerjem in kadrovskim delavcem vpogled v smernice za oblikovanje zaposlovanju prijaznih politik na delovnem mestu. management upravljanje z osebjem zadovoljstvo poklicni razvoj mobing Pakistan true true true Angleški jezik Slovenski jezik Neznano 2025-12-15 09:51:18 2025-12-15 09:51:18 2025-12-16 03:09:12 0000-00-00 00:00:00 2021 0 0 str. 238-252 no. 3 Vol. 54 2021 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 2021-01-01 005(549.1) 125738755 10.2478/orga-2021-0016 1318-5454 RAZ_Abbas_Zuhair_2021.pdf RAZ_Abbas_Zuhair_2021.pdf 1 0A8F830B8C4BA20FB50CD4178FA099BC fea375ec347858663d091321ed43e62cd60130e650439ae9fd00a449c6d32f02 61a44555-d993-11f0-86f1-00155d580e02 https://dk.um.si/Dokument.php?lang=slv&id=201446 https://organizacija.fov.um.si/index.php/organizacija/article/view/698 1 39f4c40c-d993-11f0-86f1-00155d580e02 https://dk.um.si/Dokument.php?lang=slv&id=201445 Fakulteta za organizacijske vede Organizacija 0 0 0