The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period
Abstract
:1. Introduction
2. Literature Review
2.1. Perceived Organizational Support (POS)
2.2. Employee Care (EC)
2.3. Relationship among Perceived Organizational Support, Employee Care, and Work Engagement
2.4. Relationship between Work Engagement and Turnover Intention
2.5. The Mediating Effect of Work Engagement
2.6. The Moderating Role of Age
3. Methodology
3.1. Research Model
3.2. Sample and Data Collection
3.3. Measurement
3.4. Data Analysis
4. Results
4.1. Measurment Model
4.2. Structured Model
5. Discussion
6. Theoretical Implications
7. Practical Implications
8. Limitations
9. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Conflicts of Interest
References
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Variables | Items | Sample Size | Frequency (%) |
---|---|---|---|
Gender | Men | 182 | 40.63% |
Women | 216 | 59.37% | |
Professional title | Primary title | 292 | 65.18% |
Intermediate title | 138 | 30.80% | |
Senior title | 18 | 4.02% | |
Education background | Less than Bachelor’s degree | 22 | 4.91% |
Bachelor’s degree | 292 | 65.18% | |
Master’s degree or above | 134 | 29.91% | |
Unit attribute | Public hospital | 168 | 37.5% |
Specialized infectious disease hospital | 156 | 34.82% | |
Community health station | 124 | 27.68% |
Construct/Variables | Loads | CR | AVE |
---|---|---|---|
Employee Care | 0.960 | 0.773 | |
At a difficult time, would your supervisor be willing to lend an ear? | 0.879 | ||
Is your supervisor caring? | 0.913 | ||
Do you feel that your supervisor is empathic and understanding about your work concerns? | 0.890 | ||
Does your supervisor treat you as you would like to be treated? | 0.888 | ||
Does your supervisor shoulder some of your worries about work? | 0.864 | ||
Do you feel your transactions with your supervisor are, in general, positive? | 0.876 | ||
Do you believe that your employer cares about their staff ’s wellbeing? | 0.842 | ||
Perceived Organizational Support | 0.961 | 0.778 | |
My organization considers my goals and values. | 0.880 | ||
My organization really cares about my wellbeing. | 0.894 | ||
My organization shows a lot of concern for me. | 0.836 | ||
My organization would forgive an honest mistake on my part. | 0.900 | ||
My organization cares about my opinion. | 0.892 | ||
My organization would never take advantage of me. | 0.895 | ||
Help is available from my organization when I have a problem. | 0.876 | ||
Turnover Intention | 0.939 | 0.794 | |
I sometimes feel compelled to quit my job in my current workplace. | 0.873 | ||
I will quit my job at my current organization in one year or less. | 0.876 | ||
I am currently seriously considering leaving my current job to work at another company. | 0.922 | ||
I will quit this company if the given condition gets even a little worse than now. | 0.893 | ||
Work Engagement | 0.956 | 0.814 | |
I find the work that I do full of meaning and purpose. | 0.881 | ||
I am enthusiastic about my job. | 0.915 | ||
My job inspires me. | 0.928 | ||
At my work, I feel bursting with energy. | 0.915 | ||
I get carried away when I am working. | 0.873 |
EC | POS | TI | WE | |
---|---|---|---|---|
EC | 0.874 | |||
POS | 0.805 | 0.881 | ||
TI | −0.246 | −0.318 | 0.893 | |
WE | 0.661 | 0.698 | −0.238 | 0.899 |
EC | POS | TI | WE | |
---|---|---|---|---|
EC | ||||
POS | 0.847 | |||
TI | 0.265 | 0.340 | ||
WE | 0.698 | 0.734 | 0.250 |
R2 | Q2 (=1 − SSE/SSO) | SMRM | |
---|---|---|---|
TI | 0.057 | 0.034 | 0.048 |
WE | 0.515 | 0.407 |
β | t | p Values | Conclusion | |
---|---|---|---|---|
Research hypothesis testing | ||||
Employee Care -> Work Engagement | 0.281 | 2.727 | 0.007 | Support |
POS -> Work Engagement | 0.472 | 5.330 | 0.000 | Support |
Work Engagement -> Turnover Intention | −0.238 | 3.000 | 0.003 | Support |
EC -> WE -> TI | −0.067 | 1.871 | 0.062 | Not support |
POS -> WE-> TI | −0.112 | 2.565 | 0.010 | Support |
Control variables effect | ||||
Professional title -> Turnover Intention | 0.466 | 9.613 | 0.000 | Support |
Professional title -> Work Engagement | −0.085 | 2.072 | 0.039 | Support |
Unit attribute -> Turnover Intention | −0.220 | 3.586 | 0.000 | Support |
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Li, Q.; Mohamed, R.; Mahomed, A.; Khan, H. The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period. Sustainability 2022, 14, 9125. https://doi.org/10.3390/su14159125
Li Q, Mohamed R, Mahomed A, Khan H. The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period. Sustainability. 2022; 14(15):9125. https://doi.org/10.3390/su14159125
Chicago/Turabian StyleLi, Qin, Rosmah Mohamed, Anuar Mahomed, and Hanna Khan. 2022. "The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period" Sustainability 14, no. 15: 9125. https://doi.org/10.3390/su14159125