Emotional Exhaustion, Organizational Commitment, and Job Hopping in the Banking Sector: A Mediation Analysis Approach


  • Hina Majeed University of Management and Technology, (UMT) Lahore, Pakistan https://orcid.org/0009-0007-6798-0241
  • Mahwish Shahid University of Management and Technology, (UMT) Lahore , Pakistan
  • Khalid Ibrahim Al- Sulaiti Al Rayyan International University College in partnership with University of Derby UK- Doha, Qatar
  • Ibrahim Al- Sulaiti Newcastle Business School, Northumbria University, Newcastle upon Tyne, United Kingdom


Emotional Exhaustion, Job Hopping, Organization Commitment, Banking Sector



Purpose – The purpose of this study is to explore the job-hopping appellation for job-changing patterns of employees in the banking sector of Pakistan. The present study focused on determining the impact of emotional exhaustion on job hopping with the mediating role of organisational commitment in the banking sector of Pakistan. The study also examines the mediating role of organizational commitment between emotional exhaustion and job-hopping behavior.

Design/ approach methodology– The hypothesis is tested on the data collected through a self-administered questionnaire from 200 banking sector employees in Pakistan.

Findings – Findings indicate that Emotional Exhaustion is positively associated with job-hopping behavior and negatively associated with organizational commitment. Organisational Commitment is negatively associated with job hopping. Organizational commitment does not mediate the relationship between Emotional Exhaustion and job hopping.

Research limitations/implications –The present study is a questionnaire survey-based study that had been ensured within a limited period. The external validity associated with cross-sectional studies is limited than experimental studies. The study indicated the limitation of the cross-sectional approach; thus, it calls for future research by incorporating a longitudinal research approach.

Practical implications –Banks must create an environment of satisfaction for employees with the least stress to reduce employee mobility which is very important in a competitive world. Banks might need to sustain the development of employees' comfort and happiness by reducing the exhaustion experienced at work to avoid loss of human capital under the parasol of job hopping.