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Modeling turnover intention and job performance: the moderation of perceived benevolent climate

Author

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  • Chu-Mei Liu

    (Tamkang University)

  • Chou-Kang Chiu

    (National TaiChung University of Education)

Abstract

Drawing upon the conservation of resources theory and ethical climate theory, this study develops a mediation model that explains how job stress influences both job performance and turnover intention via the mediation of positive affect. Based on data from service personnel of international business firms that deal with the high-tech market in Taiwan, the study’s test results show that turnover intention relates to job stress directly and indirectly via the mediation of positive affect, while job performance relates to job stress indirectly via the full mediation of positive affect. Moreover, perceived benevolent climate negatively moderates the relationship between positive affect and turnover intention, but positively moderates the relationship between job stress and job performance. Lastly, managerial implications and research limitations are discussed.

Suggested Citation

  • Chu-Mei Liu & Chou-Kang Chiu, 2020. "Modeling turnover intention and job performance: the moderation of perceived benevolent climate," Review of Managerial Science, Springer, vol. 14(3), pages 611-631, June.
    • Handle: RePEc:spr:rvmgts:v:14:y:2020:i:3:d:10.1007_s11846-018-0302-3
    DOI: 10.1007/s11846-018-0302-3
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    References listed on IDEAS

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    Cited by:

    1. Karolina Oleksa-Marewska & Joanna Tokar, 2022. "The Impact of E-Leadership Effectiveness on Turnover Intentions of Remote Employees," European Research Studies Journal, European Research Studies Journal, vol. 0(4), pages 381-403.
    2. Thomas Köllen & Susanne Kopf, 2022. "Ostracism and nationalism in the workplace: discursive exclusionary practices between cultural and geographic neighbors," Review of Managerial Science, Springer, vol. 16(2), pages 583-615, February.

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