Job resources and employees' intention to stay: the mediating role of meaningful work and work engagement

Sánchez-Cardona, Israel; Vera, María del Mar Sánchez; Marrero-Centeno, Jesús J.

doi:10.1017/jmo.2021.10

Cited by 18 publications

(12 citation statements)

References 82 publications

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“…Previously, similar accumulated effects on work engagement have been established ( Valero and Hirschi, 2016 ). Furthermore, the findings also demonstrated that people who perceive higher (lower) work engagement are more (less) motivated to stay at the same organization, which in line with Sánchez-Cardona et al (2021) ’s view. According to the above views, positive motivation (i.e., “high value-low cost” profile) may initiate a behavior process that makes work more engaging, resulting in a desire to remain in the same organization.…”

Section: Discussionsupporting

confidence: 82%

Motivational profiles of kindergarten teachers in minority areas of China and their association with outcomes

Shi

Zhang²,

Chen³

et al. 2022

Front. Psychol.

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Academic discourses regarding teacher motivation have been on-going for decades for those who teach in ethnic minority areas. Yet research findings failed to provide a consistent conclusion regarding if kindergarten teachers’ motivation pattern would vary based on a case-to-case scenario. Therefore, further studies are needed to probe the motivation patterns among this population. The study firstly examined kindergarten teachers’ motivational profiles based on Expectancy Value Theory (EVT), and then examined how teachers’ motivation related to outcome variables (work engagement, workplace wellbeing, and retention intention). Participants included 1,199 kindergarten teachers from ethnic minority areas in China. Latent profile analysis identified three motivation profiles for teachers: low value-high cost (profile 1), moderate all (profile 2), and high value-low cost (profile 3). Teacher with different motivation profiles had significant differences in work engagement, workplace wellbeing, and retention intention. In addition, chain mediation analysis revealed that work engagement and workplace wellbeing mediated the relationship between motivation profiles and retention intention. The implications of the findings for study are discussed.

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Section: Discussionsupporting

confidence: 82%

Motivational profiles of kindergarten teachers in minority areas of China and their association with outcomes

Shi

Zhang²,

Chen³

et al. 2022

Front. Psychol.

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“…, 2020b). A recent study by Sánchez-Cardona et al. (2021) confirms that job resources are indirectly linked with the intention to stay with their current employer through work engagement and work meaningfulness.…”

Section: Discussionmentioning

confidence: 90%

Employer’s investments in job crafting to promote knowledge worker’s sustainable employability: a moderated mediation model

Irfan

Qadeer

Abdullah

et al. 2022

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PurposeThe primary study purpose is to examine whether managerial support triggers job crafting and sustainable employability, and to what extent work uncertainty moderates the managerial support and sustainable employability relationships mediated by job crafting using a moderated mediation approach. Thus, this study aims to uncover new antecedent and outcomes of job crafting using job demands and resources (JD–R) theory as no such research has yet examined these relationships.Design/methodology/approachThe structural equation modeling (SEM) technique was employed to test the proposed relationships based on survey data that include a final 483 knowledge workers of the services sector. The authors tested the structural model using self-developed estimates for AMOS 24.0 to examine the moderated mediation process models (process models 7, 14 and 58) rather than using a conventional process macro through SPSS.FindingsConsistent with the formulated hypothesis, the results of this study indicate that managerial support directly stimulates job crafting and sustainable employability. Further, job crafting mediates the relationships between managerial support and sustainable employability. This validates the JD–R theory assumption that managerial support as job resources initiates a motivational process through job crafting, leading to sustainable employability as the outcome of the motivational process. Additionally, the moderated mediation results show that in the presence of high work uncertainty, employees are more engaged in job crafting to boost their sustainable employability.Practical implicationsOrganizations may incorporate these findings while developing human resources (HR) management policies and practices to align top-down and bottom-up job re(design) approaches. For example, by designing line managers’ role in implementation of supportive HR practices, their supportive leadership behavior towards employees will successfully trigger job crafting and nurture their sustainable employability.Originality/valueThis research adds to the work design and employability literature. No such study has yet examined whether managerial support triggers job crafting and sustainable employability. Prior studies examine personality traits, some individual difference variable, job characteristics, or leadership influence as antecedents of job crafting. Utilizing the JD–R theory, we empirically validate that job crafting plays a vital role in the motivational process initiated by the job resources (managerial support), leading to sustainable employability as an outcome of the motivational process. The authors further show that in the presence of high job demands (work uncertainty), employees are more engaged in job crafting and more conscious to boost their sustainable employability.

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“…According to the Canadian Association of Midwives (2018), there were 1690 registered midwives in Canada when this study was conducted. Therefore, a sample all-units data collection method was appropriate for this small population (Salant et al, 1994). The survey was pilot-tested at several Canadian midwifery conferences and was modified based on the comments received.…”

Section: Sample and Proceduresmentioning

confidence: 99%

Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada

et al. 2022

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This paper investigates how positive and negative work-personal life interface constructs are differentially associated with intentions to stay in or leave the profession. The findings help map work-personal life interface constructs on the typology of determinants of intention to stay and intention to leave (disengagers, retainers, criticals, and neutrals). The ordered logistic regression (ologit) modelling of cross-sectional data from a representative sample ( n = 601) of midwives in Canada shows that work interference with personal life is a disengager, which has a stronger association with intention to leave than with intention to stay in the profession. Among the work-personal life interface constructs, work enhancement of personal life seems to be the most critical determinant, showing the most substantive association with both intention to stay and intention to leave. This finding suggests that interventions to increase midwives’ intention to stay and decrease their intention to leave should focus on amplifying the enhancing effects of working on midwives’ personal lives. Interventions that aim to reduce work interference with personal life might be more effective in decreasing intention to leave the profession than increasing intention to stay.

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Job resources and employees' intention to stay: the mediating role of meaningful work and work engagement

Cited by 18 publications

References 82 publications

Motivational profiles of kindergarten teachers in minority areas of China and their association with outcomes

Motivational profiles of kindergarten teachers in minority areas of China and their association with outcomes

Employer’s investments in job crafting to promote knowledge worker’s sustainable employability: a moderated mediation model

Differential Relationships Between Work-Life Interface Constructs and Intention to Stay in or Leave the Profession: Evidence From Midwives in Canada

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