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

2017 ◽  
Vol 18 (0) ◽  
pp. 136-143 ◽  
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.

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

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
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.

scholarly journals Psychological Capital and Work Engagement: The Moderating Role of Age Diversity

2021 ◽  
Vol 3 (2) ◽  
pp. 128-140
Author(s):  
Alice S.M. Gleichmann ◽  
Arum Etikariena
Keyword(s):  
Private Sector ◽  
Work Engagement ◽  
Psychological Capital ◽  
Personal Resources ◽  
Moderation Effect ◽  
Utrecht Work Engagement Scale ◽  
Job Demand ◽  
Age Diversity ◽  
Moderating Role

Work engagement to private sector workers during the Covid-19 pandemic has been stationary or experienced a decline.  One of the antecedents of work engagement is personal resources construct. One derives personal resources construct is psychological capital based on the Job Demand Resources (JD- R) model. This research aims to prove the moderating role of age diversity to private sector workers in connection between psychological capital and work engagement referring to the theory of “Conservation of Resource” (COR). This research involves 127 Jabodetabek employees that works in private sectors. The measuring instrument used is Utrecht Work Engagement scale (UWES)-9, Psychological Capital Questionaire (PCQ-24) and age diversity that is categorized in 4 groups. The result of the research shows that there is a significant positive connection between psychological capital and work engagement of private sector employees.  In other side, age diversity does not have a moderation effect, there is insignificant interaction effect between psychological capital and age diversity to work engagement, who the majority of participants in this study have already led to the stage of maintaining (age 41- 60 years old). With regard to the second most participants entering the advancement stage (ages 27–40 years old). In addition, this research proves employee who has high psychological capital; resulting in an increase of work engagement

scholarly journals The Effect of Psychological Capital Level of Employees on Workplace Stress and Employee Turnover Intention

Innovar ◽  
2018 ◽  
Vol 28 (68) ◽  
pp. 67-75 ◽  
Author(s):  
Mazlum Çelik
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Psychological Capital ◽  
Workplace Stress ◽  
Hierarchical Regression ◽  
Resistance Level ◽  
Employee Turnover Intention ◽  
Tourism Sector ◽  
Confirmatory Factor ◽  
The Relationship

There have been ongoing debates on ways to manage occupational stress. One of the most important debates is on how to increase employees’ resistance level against stress. The purpose of this research is to examine the effects of psychological capital on workplace stress and turnover intention, and to reveal the mediation of workplace stress on the relationship between the psychological capital level of employees and turnover intention. Research was conducted on 719 employees of the tourism sector in Antalya (Turkey), thought to be under great stress due to the intense interaction with customers. In this context, confirmatory factor analysis was made in order to test whether the adapted scales were appropriate for research data. Hypotheses and the effect of mediation were tested through hierarchical regression. The results proved that psychological capital has a negative and significant effect on workplace stress and employee turnover intention. Furthermore, research outcomes showed that workplace stress partially mediates the effect of psychological capital on turnover intention. Practitioners of the tourism sector were advised about the importance of psychological capital, which can be improved by training, in terms of finding solutions to job stress and turnover rate.

scholarly journals Investigating the Effects of Psychological Capital on Turnover Intention

2020 ◽  
Author(s):  
Erwin Rivaldi ◽  
Jimmy Sadeli
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Methods ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Well Being ◽  
Psychological Well Being ◽  
Mediating Variables

A high level of employee turnover in the company might cause negativity in this company such as decreasing productivity and might take a toll on financial budget. Companies will strive to minimize the level of voluntary employee turnover where possible. PsyCap was explored in many researches related to turnover intention and was positively proven. This study aims to investigate the effects of Psychological Capital (PsyCap on employee turnover intention through three mediating variables. Quantitative methods were used, and this study extracted 257 samples from State-Owned Enterprises (BUMN) engaged in telecommunications in Indonesia. In order to better represent the company as a whole, stratified sampling was used. SPSS software was used to process the data with Process V 3.0 macro as an addition. The results of this study revealed positive & significant relationship of PsyCap towards mediating variables while significant & negative relationship between mediating variables and turnover intention. In addition, there is evidence of mediating effects of PsyCap towards turnover intention through job satisfaction, work engagement and psychological well-being. Keywords: Psychological capital, work engagement, job satisfaction, psychological well-being, turnover intention

scholarly journals TALENT MANAGEMENT AND ORGANIZATIONAL EFFICIENCY: EXPLORING THE MODERATING ROLE OF EMPLOYEE TURNOVER INTENTION IN THE PAKISTAN TELECOMMUNICATION SECTOR

2021 ◽  
Vol 37 (02) ◽  
pp. 120-133
Author(s):  
Ali Muhammad ◽  
Aiza Hussain Rana ◽  
Raza Hussain Lashari
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Service Providers ◽  
Talent Management ◽  
Organizational Efficiency ◽  
Telecommunication Sector ◽  
Employee Turnover Intention ◽  
The Impact ◽  
Moderating Role

The high Employee Turnover Intention (ETO) is a prevalent issue in the contemporary world of business, which is, directly and indirectly affecting organizations. The TC of Pakistan is the fastest-growing sector; however, if Talent Management (TM) is not properly managed, it results in Employee Turnover Intention and reduces Organizational Efficiency (OE). This study is carried out to examine the impact of talent on OE and examine the moderating role of ETO in the Telecommunication sector (TC) of Pakistan. The study is carried out using structured questionnaires as distributed amongst 125 employees of cellular service providers working in franchises, regional offices and business centers operated in Lahore- the second- largest hub of mobile users in Pakistan. Regression and MODGRAPH were used to check the effect of moderating variable, ETO. The findings of the study indicate that managing talent has a significant role in improving OE. In addition, ETO moderates the relationship between TM and OE in the TC of Pakistan.

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