Effects of Relational Organizational Social Capital on Job Satisfaction and Turnover Intention: Mediating and Moderating Effects of Job Stress and Job Burnout

Purpose: The purpose of this study was to examine the relationship between relational organizational social capital and job stress on the job satisfaction and turnover intention of SME workers. In addition, by examining the relationship between job exhaustion and job stress and turnover intention, the cause of turnover intention was presented with realistic implications for CEOs of small and medium-sized enterprises. Research design, data, and methodology: Among the SMEs consulted by the researcher, a survey was conducted on 277 small and medium-sized enterprises (SMEs) workers who had difficulties due to the departure of organizational members. First, confirmatory factor analysis was conducted based on the results of reliability and validity analysis. Finally, hypotheses about mediating and regulatory effects were tested. Results: The social capital of the relational organization did not have a negative (-) effect on turnover intention. Second, relational organizational social capital was found to have a positive (+) effect on job satisfaction. Third, relational organizational social capital was found to have a negative (-) effect on job stress. Fourth, job satisfaction was found to have a negative (-) effect on turnover intention. Fifth, it was confirmed that is completely mediated by and relational organizational social capital and turnover intention of the through mediation of the job stress. In Also, it was confirmed that it partially mediates relational organizational social capital and job satisfaction through job stress mediation. Seventh, job burnout was found to regulate the relationship between job stress and turnover intention. Implications: It is significant that trust formation through interaction among members within the organization is important, and research results were derived that trust and consideration among members reduces job stress and turnover intention, and meaningful research results that the organization has a positive effect by improving job satisfaction.