Job enrichment, organizational commitment, and intention to quit: the mediating role of employee engagement

Abstract

In human resource accounting, personnel recruitment cost is an important issue. High turnover of employees triggers this charge. This research focused on the non-financial issue in employee turnovers for various professions. This study examines the effect of job enrichment, a self-development process on the working environment, to the employee’s engagement and organizational commitment, as well as the intention to quit in a different profession. The respondents of this research are 154 workers who have worked at their institution for at least two years. Using moderate regression analysis and testing two models, the first with linear regression, and the second with moderate regression analysis, this research shows that in the first model, job enrichment and employee engagement affect organizational commitment directly. However, in the second model, this study shows that employee engagement cannot moderate the effect of job enrichment on organizational commitment or the intention to quit. This research also finds that employee engagement affects negatively the intention to quit at work. The research findings strengthen the theory that a self-development process capable of generating employee engagement can assist management in controlling employee turnover rates.

Understanding intention to quit amongst artisans and engineers: The facilitating role of commitment

“…Employees who are satisfied with their career advancement opportunities are therefore more likely to develop a strong emotional attachment or bond with their organisation (Fletcher, 2016;Hirschi, 2018;Meyer & Allen, 1991). Researchers have indicated that organisations that provide career development and mobility opportunities are more likely to positively influence the affective commitment of their employees (Putri & Setianan, 2019;Robbins, 1993;Weng, McElroy, Morrow, & Liu, 2010). It is therefore proposed that satisfaction with career development and advancement opportunities will be positively related to affective commitment of artisans and engineers:…”

The Role of Superior Support Mediated by Organisation Commitment, Work Environment, and Job Enrichment on OCB

“…This certainly agrees with previous research where job enrichment as a form of development has a positive relationship with OCB, and the presence of employee involvement and organizational commitment affects OCB. (Liu et al, 2022;Putri & Setianan, 2019) Good relations from superiors to subordinates to hospitality unit employees foster behavior, employees feel bound to the services the company has provided and many things have been obtained. The higher the supervisor's support mediated by organizational commitment, the OCB will tend to be high, and vice versa, the lower the superior's support mediated by organizational commitment, the OCB will also be low.…”

Does supportive supervisor complements the effect of ethical leadership on employee engagement?

“…The ethical leadership is positively related to organisational commitment (Addai et al, 2019;Aryati et al, 2018), and employee engagement (Sarwar et al, 2020;Zappalà & Toscano, 2020). While organisational commitment is positively related to employee engagement (Adi & Fithriana, 2020;Putri & Setianan, 2019). These earlier studies reflect on direct relationship between ethical leadership and organisational commitment and role of organisational commitment as mediator (Baron & Kenny, 1986).…”