A Framework of Controlling Role Stressors and Enhancing Job Retention by Managing Organizational Climate in the COVID-19 Pandemic

Role conflict and ambiguity are serious problems in organizations. The role stressors undermine employee job satisfaction and engagement, negatively affect employee well-being and, in turn, promote turnover intentions. By extending the Job Demands-Resources model, we argue that psychosocial safety climate and team climate regulate working circumstances by managing these stressors. This study was conducted to provide a broader view of the composition and relationships among organizational climate, role stressors, and job retention. However, the Covid-19 pandemic has recently had a substantial impact on the organizational environment, employees’ mental health. As a result, considering their relationships among organizational climate, role stressors, and job retention cannot be separated from the influence of the Covid-19 pandemic. As shapers of organizational culture, especially in the Asia region, managers should be responsible for creating a safe and supportive climate to reduce negative stressors, thereby promoting employee retention, especially in the context of global crisis