Role conflict and turnover intention among middle managers: Testing emotional exhaustion as mediator and perceived support as moderator

Abstract

This study investigates the relationship of role conflict among middle managers on emotional exhaustion and turnover intention and how perceived support moderates this relationship. A sample of 115 was received, through a survey approach, from a municipality in Norway. Research by Floyd and Lane (2000) states that middle managers are more likely to experience role conflict due to the position between pressure from above (leader) and from below (subordinates). This study investigates how this has any relationship with emotional exhaustion and turnover intention. Additionally, the moderation of perceived support in these relationships is investigated. The results indicate that role conflict has a significant positive correlation with middle managers' turnover intention. The mediation of emotional exhaustion in the relationship between role conflict and turnover intention is also supported. Unexpectedly, the moderation effect of perceived support is not supported. Possible implications, limitations, and suggestions for future research are discussed. This study contributes to middle managers' research, particularly in the context of employees working in the public sector in Norway. Key words: middle managers, role conflict, turnover intention, emotional exhaustion, perceived support