Working Overtime and Turnover Intention Among Chinese Social Workers: Roles of Organizational Identity and Individual Income
Weidong Huo, Bolin Shi
Abstract
Although the negative effects of employee overtime have received academic attention, the relationship between overtime work and social workers’ turnover intention and its underlying mechanisms have been less studied. Hence, this study examined the mediating effect of organizational identity in the relationship between overtime work and turnover intention, and the moderating effect of income in the relationship between overtime work or organizational identity and turnover intention. Using the Process method, this study examined a sample of 5,427 participants in the CSWLS, and the results showed that overtime work positively influenced social workers’ turnover intention. The moderated mediation analysis found that organizational identity mediating the relationship, and individual income negatively moderated the relationship between overtime work or organizational identity and turnover intention. These findings suggest that social work agencies need to reduce the number of overtime shifts, create a positive organizational climate and increase income to reduce social workers’ turnover intention.