dc.contributor.author | Gupta, Vishal | |
dc.contributor.author | Agarwal, Upasna A. | |
dc.date.accessioned | 2018-08-02T11:28:33Z | |
dc.date.available | 2018-08-02T11:28:33Z | |
dc.date.issued | 2018-03-02 | |
dc.identifier.citation | Upasna A. Agarwal, Vishal Gupta, (2018) "Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions: A moderated-mediation analysis", Personnel Review, Vol. 47 Issue: 2, pp.353-377, https://doi.org/10.1108/PR-09-2016-0229 | |
dc.identifier.citation | Journal of Business Ethics, pp 1–13 | |
dc.identifier.uri | http://hdl.handle.net/11718/20945 | |
dc.description.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. | en_US |
dc.publisher | Emerald insight | en_US |
dc.subject | Quantitative | en_US |
dc.subject | Turnover intention | en_US |
dc.subject | Work engagement | en_US |
dc.subject | Conscientiousness | en_US |
dc.subject | Job characteristics | en_US |
dc.subject | Indian business context | en_US |
dc.subject | Managerial workforce | en_US |
dc.title | Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions: a moderated-mediation analysis | en_US |
dc.type | Article | en_US |