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Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions: A moderated-mediation analysis

Upasna A. Agarwal (HRM and Organization Behaviour Area, National Institute of Industrial Engineering, Mumbai, India)
Vishal Gupta (Organization Behavior Area, Indian Institute of Management Ahmedabad, Ahmedabad, India)

Personnel Review

ISSN: 0048-3486

Article publication date: 5 March 2018

Abstract

Purpose

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.

Design/methodology/approach

Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

Findings

The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.

Research limitations/implications

The study was cross-sectional, so inferences about causality are limited.

Practical implications

The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.

Originality/value

The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

Keywords

Acknowledgements

Both authors have contributed equally in the preparation of the manuscript.

Citation

Agarwal, U.A. and Gupta, V. (2018), "Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions: A moderated-mediation analysis", Personnel Review, Vol. 47 No. 2, pp. 353-377. https://doi.org/10.1108/PR-09-2016-0229

Publisher

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Emerald Publishing Limited

Copyright © 2018, Emerald Publishing Limited