The relationships among job demands, work engagement, and turnover intentions in the context of different levels of perceived organizational support

Abstract

The purposes of this study were fourfold. Firstly, it aimed at investigating the relationship between job demands and turnover intention. The second objective was to examine the mediating effects of work engagement on the relationship between job demands and turnover intentions. Also, third objective was to study the relationship between perceived organizational supports and turnover intention. Finally, the moderating effect of perceived organizational support on the relationship between job demands and work engagement was investigated. The sample consisted of 890 professional nurses from 44 hospitals in Bangkok and Metropolitan Area. Questionnaire with 7-level rating scale was employed as the research instrument. The data were statistically analyzed by means of confirmatory factor analysis, multiple groups analysis, and structural equation modeling. The results indicated that there was a significant positive relationship between job demands and turnover intention. Work engagement had mediating effects on the relationship between job demands and turnover intention. Work engagement mediated the relationship between perceived organizational supports and turnover intentions. Further, the finding revealed that perceived organizational supports did not moderate the relationship between job demand and work engagement.