Impact of Work Engagement on Turnover Intention: Moderation by Psychological Capital in India

Abstract

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.

The effect of transformational leadership, organizational communication and job involvement toward withdrawal behavior

“…Employees with high motivation, commitment and job involvement show a lack of desire to withdraw from the organization (Razzaq, 2014). Zopiatis et al (2014) and a similar finding is concluded by Gupta and Shaheen (2017) that the organization may contribute to the boredom and loss of enthusiasm of the employees. Thus, it is assumed that job involvement has a negative effect on employee withdrawal behavior.…”

Factors Influencing Turnover Intention in a Malaysian Manufacturing Company

“…In addition, organization should also enhance work engagement level in order to reduce turnover intention. Like [12] study stated that manager can develop mechanisms on a regular basis for measuring the work engagement level on at least to the key employees. Thus, this measurement finding will assist organizations to distinguish the current employee work engagement level followed by corrective actions wherever and whenever needed.…”

“…According to [12], powerful competitive strategy has become important part for organization's future including retaining the employees in the organization. Encouraging a stable organizational relationship can create employee efficiency and effectiveness of work environment.…”

Kariyer Tatmini ve İşten Ayrılma Niyeti Arasındaki İlişkide İşe Adanmışlığın Aracılık Rolü (The Mediating Role of Job Engagement in the Relationship Between Career Satisfaction and Intention to Quit)

“…Veriler Antalya'da faaliyet gösteren özel bankalarda görev yapan ve araştırmaya katılmayı kabul eden çalışanlardan toplanmıştır. İşe adanmışlıkla ilgili birçok araştırmada veri genellikle tek bir firmanın çalışanlarından toplanmıştır (Mxenge vd., 2014;Gupta ve Shaheen, 2017;Dubbelt vd., 2019). Bu çalışmada verinin aynı sektördeki farklı bankalardan toplanması daha iyi bir dış geçerlilik elde etmek ve sonuçların genelliğini arttırmak amacını gütmektedir (Cook ve Campbell, 1979).…”