Hybrid HRM as the antidote: less burnout, less turnover? A moderated mediation analysis using PLS-SEM
Ming Xumin Zhang, Belle Huirong Xie, Athena Li LiuPurpose
This study examines the impact of hybrid human resource management (HRM) systems, which integrate both control and commitment HR practices, on turnover intentions, particularly the mediating role of emotional exhaustion and the moderating role of family-work conflict in this relationship.
Design/methodology/approach
Employing a three-time-lagged quantitative design, survey data from 399 university faculty members were analysed using partial least squares structural equation modelling to test hypotheses.
Findings
Hybrid HRM systems directly reduce turnover intentions, with emotional exhaustion partially mediating this effect. Furthermore, family-work conflict moderates the mediation pathway, intensifying the beneficial impact of hybrid HRM on reducing turnover intentions when conflict levels are high.
Research limitations/implications
The research is limited by its quantitative design; although a three-time-lagged approach was applied, it cannot fully capture dynamic or contextual processes. Second, while the study focuses on individual-level factors, future research should consider employing longitudinal, qualitative or multilevel methods to explore evolving faculty experiences and broader organisational influences.
Originality/value
By integrating control and commitment HR practices, this study contributes to understanding how hybrid HRM systems influence turnover intentions through emotional exhaustion and family-work conflict, thereby enriching the understanding of employee turnover dynamics in academic settings and offering practical insights for HRM practices in high-pressure environments.