Occupational stress and employee turnover

Abstract

Questionnaire data captured in January–March 2007 were examined in relation to turnover in males and females during the next five years. In general, most of the workplace stressors (such as role conflict or peer support) were not antecedents of turnover in any group. Junior personnel with psychological strain in 2007 had an increased risk of turnover in the next five years. Low commitment to the service in 2007 increased the odds of turnover in male and female juniors and in female officers. Female juniors with less effective skills for coping with stress and who exercised less frequently on a weekly basis were more likely to leave. An incidental finding was that the odds of turnover were three times greater in female officers with children than in female officers with no children. Stress management interventions focusing on effective coping and sports and exercise participation which are targeted appropriately may improve retention.

Abstract

Practitioner Summary: Much is known about the adverse effects of occupational stress on health and well-being. This study demonstrates a link between stress and employee turnover implying that stress management interventions may benefit employers, by reducing turnover.

Keywords::

• occupational stress
• psychological strain
• turnover

Notes

Published with the permission of the Controller of Her Majesty's Stationery Office 2013.