The effect of telework on commitment and turnover intentions with the role of work exhaustion intervention

The present study aimed to investigate telework and the intervening impact of work exhaustion on commitment and turnover intentions. The present research is applied in terms of purpose and descriptive-survey and questionnaire in terms of method of collecting and analyzing information and data, respectively. The statistical population of the study was several large service manufacturing companies that operated remotely in the corona pandemic conditions and included 300 people who were randomly selected, sample 169, and encouraged to respond. To collect data from standard questionnaires of organizational commitment (Allen and Meyer (1990)), telework (Wiesenfeld et al. (1999)), Work exhaustion (Burnout (1995)) and work Turnover (Schaubroeck, Cotton, and Jennings (1989)) was used. The results showed: Telework may oVer managers an avenue to decrease employee work exhaustion, and in so doing not only increase commitment and decrease turnover, but also perhaps gain additional emotional and mental resources to better achieve work objectives. Through absence of a commute and the accumulation of additional time and saved energy resources, teleworkers gain surpluses which can be allocated to work as well as family needs, decreasing overall stress and bolstering output. In this way by being able to achieve more while expending less, teleworking may serve as a managerial tool to invoke greater effciency while building stockpiles of employee contentment and good will.