Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain

Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 employees of an Italian organisation completed a self-report questionnaire. A structural equations model was tested, the findings of which show that work engagement negatively predicts intention to quit, whereas interpersonal strain positively predicts this outcome. Moreover, the PoSC of the immediate supervisor and the PoSC of colleagues have negative mediated effects on intention to quit by reinforcing work engagement and by reducing interpersonal strain, respectively. Finally, the PoSC of management also have negative effects on intention to quit, both directly and by increasing work engagement. Nevertheless, it is now possible to plan different actions and interventions, taking into account these findings to enhance workplace well-being.

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New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

German Journal of Human Resource Management Zeitschrift für Personalforschung ◽

10.1177/23970022211029023 ◽

2021 ◽

pp. 239700222110290

Author(s):

Antonia-Sophie Döbler ◽

André Emmermacher ◽

Stefanie Richter-Killenberg ◽

Joshua Nowak ◽

Jürgen Wegge

Keyword(s):

Job Satisfaction ◽

Emotional Exhaustion ◽

Work Engagement ◽

Work Ability ◽

Job Demands ◽

Well Being ◽

Job Crafting ◽

Equation Modeling ◽

Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

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Work Engagement: A meta-Analysis Using the Job Demands-Resources Model

Psychological Reports ◽

10.1177/00332941211051988 ◽

2021 ◽

pp. 003329412110519

Author(s):

Greta Mazzetti ◽

Enrique Robledo ◽

Michela Vignoli ◽

Gabriela Topa ◽

Dina Guglielmi ◽

...

Keyword(s):

Work Engagement ◽

Effect Size ◽

Turnover Intention ◽

Meta Analysis ◽

Well Being ◽

Personal Resources ◽

Research Reporting ◽

Occupational Role ◽

Volunteer Workers ◽

Lower Effect

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples ( k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources ( r = .45) and personal resources ( r = .48) was higher than for social resources ( r = .36) and for job resources ( r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction ( r = .60) and commitment ( r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.

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Test of the job demand resources model in Thailand

International Journal of Organization Theory and Behavior ◽

10.1108/ijotb-03-2018-0036 ◽

2019 ◽

Vol 22 (1) ◽

pp. 2-21

Author(s):

Manjiri Kunte ◽

Parisa Rungruang

Keyword(s):

Role Conflict ◽

Work Engagement ◽

Self Efficacy ◽

Job Demands ◽

Self Report ◽

Job Resources ◽

Personal Resources ◽

Cross Sectional ◽

Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

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IMPACT OF WORK ENGAGEMENT ON TURNOVER INTENTION: MODERATION BY PSYCHOLOGICAL CAPITAL IN INDIA

Verslas teorija ir praktika ◽

10.3846/btp.2017.014 ◽

2017 ◽

Vol 18 (0) ◽

pp. 136-143 ◽

Cited By ~ 18

Author(s):

Manish Gupta ◽

Musarrat Shaheen

Keyword(s):

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Psychological Capital ◽

Negative Relationship ◽

Hierarchical Regression ◽

Personal Resources ◽

Employee Turnover Intention ◽

Moderating Role

With increased number of employment opportunities in India, employers are increasingly finding it difficult to control employee turnover. Nonetheless, positive psychologists argue that one of the ways to face this challenge is by understanding the positive factors such as, work engagement and personal resources that negatively affect employees’ turnover intention. Therefore, the objective of this study is to examine the moderating role of psychological capital in the work engagement – employee turnover intention relationship. Hierarchical regression was used to analyze a sample of 228 employees working in diverse industries. The findings indicate that psychological capital moderates the relationship between work engagement and intention to turnover. The findings augment the theory of self and role by identifying moderating role of personal resources in strengthening the negative relationship between work engagement and turnover intention. Managers may take steps to enhance the employee-co-worker and employee-supervisor relationship either by promoting team related activities or by enabling their employees to work independently. Also, in order to save the cost of hiring a new candidate and losing an experienced employee, managers may create mechanisms for measuring work engagement of at least their key employees or a regular basis. This paper fulfils an identified need to study how psychological capital plays a key role in affecting the work engagement–employee turnover intention relationship in Indian context.

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Do Self-Enhancing and Affiliative Humor Buffer for the Negative Associations of Quantitative and Qualitative Job Insecurity?

The Spanish Journal of Psychology ◽

10.1017/sjp.2019.7 ◽

2019 ◽

Vol 22 ◽

Author(s):

Anja Van den Broeck ◽

Anahí Van Hootegem ◽

Tinne Vander Elst ◽

Hans De Witte

Keyword(s):

Work Engagement ◽

Job Insecurity ◽

Well Being ◽

Personal Resources ◽

Conservation Of Resources ◽

Heterogeneous Sample ◽

Work Related ◽

Relationship Of ◽

Main Effects

AbstractThe present study examines an important contemporary stressor: Job insecurity, both in terms of losing one’s job as such (i.e. quantitative job insecurity) and losing one’s valued job aspects (i.e., qualitative job insecurity). Moreover, we study whether humor assists in offsetting the negative associations of these types of job insecurity with employee well-being. Specifically, by drawing up the conservation of resources theory, self-enhancing and affiliative humor are framed as personal resources buffering the detrimental relationship of both types of job insecurity with burnout (i.e., exhaustion and cynicism) and work engagement (i.e., vigor and dedication) in a large heterogeneous sample of Belgian employees (N = 3,254). Results evidenced the detrimental main effects of quantitative and qualitative job insecurity as well as the beneficial relations of self-enhancing and affilitative humor on burnout and work engagement. In addition, the buffering role of affiliative humor was supported in the relationships of both quantitative and qualitative job insecurity with burnout. Self-enhancing humor only interacted with qualitative job insecurity in the prediction of exhaustion. The discussion centers around the importance of personal resources attenuating the negative associations of quantitative and quantitative job insecurity, and highlights the different roles of humor for employees’ work-related well-being.

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Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses

Applied Nursing Research ◽

10.1016/j.apnr.2015.10.008 ◽

2016 ◽

Vol 30 ◽

pp. 216-221 ◽

Cited By ~ 25

Author(s):

Samira Shahpouri ◽

Kourosh Namdari ◽

Ahmad Abedi

Keyword(s):

Work Engagement ◽

Turnover Intention ◽

Job Resources ◽

Personal Resources ◽

Mediating Role ◽

Female Nurses ◽

The Relationship

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Engaged employees: The role of personal resources in the relationship between job resources and work engagement

PsycEXTRA Dataset ◽

10.1037/e572992012-110 ◽

2010 ◽

Author(s):

A. P. E. Ouweneel ◽

P. M. Le Blanc ◽

W. B. Schaufeli

Keyword(s):

Work Engagement ◽

Job Resources ◽

Personal Resources ◽

The Relationship

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Congruence in organizational support and new generation employees' turnover intention: The mediating role of employee well-being

Acta Psychologica Sinica ◽

10.3724/sp.j.1041.2017.01570 ◽

2017 ◽

Vol 49 (12) ◽

pp. 1570 ◽

Cited By ~ 1

Author(s):

Ken CHENG ◽

Yinghui LIN

Keyword(s):

Organizational Support ◽

Turnover Intention ◽

Well Being ◽

Mediating Role ◽

New Generation

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Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8759 ◽

2020 ◽

Vol 48 (2) ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Taotao Zhang ◽

Bingxiang Li

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Job Crafting ◽

Equation Modeling ◽

Employee Turnover Intention ◽

Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

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