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Uncovering the Turnover Intention of Proactive Employees: The Mediating Role of Work Engagement and the Moderated Mediating Role of Job Autonomy

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  • Inyong Shin

    (College of Business Administration, Pukyong National University, 45 Yongso-ro, Nam-gu, Busan 48513, Korea)

  • Chang-Wook Jeung

    (School of Business, Yonsei University, 50 Yonsei-ro, Seodaemun-gu, Seoul 03722, Korea)

Abstract

Retaining proactive employees with the potential to be high performers is recognized as an essential condition for an organization’s survival and prosperity. However, few studies have logically explained and empirically clarified the link between proactive personality, which represents a distal proactive tendency, and turnover intention to predict actual turnover behavior. With the research objective to address these research gaps, we expected that work engagement as a proximal motivational mechanism was likely to mediate the relationship between proactive personality and turnover intention, and that job autonomy as a critical job context was likely to moderate the relationship between proactive personality and work engagement. We developed a moderated mediation model incorporating these expectations. The results of the survey conducted on employees working for mid-sized manufacturing firms in Korea were consistent with our expectations. The findings of this study help uncover the intentions of turnover exhibited by proactive employees.

Suggested Citation

  • Inyong Shin & Chang-Wook Jeung, 2019. "Uncovering the Turnover Intention of Proactive Employees: The Mediating Role of Work Engagement and the Moderated Mediating Role of Job Autonomy," IJERPH, MDPI, vol. 16(5), pages 1-16, March.
    • Handle: RePEc:gam:jijerp:v:16:y:2019:i:5:p:843-:d:212119
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    References listed on IDEAS

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    1. Nugent, Jeffrey B & Yhee, Seung-Jae, 2002. "Small and Medium Enterprises in Korea: Achievements, Constraints and Policy Issues," Small Business Economics, Springer, vol. 18(1-3), pages 85-119, Feb.- May.
    2. Wenjie Zhang & Hongdao Meng & Shujuan Yang & Danping Liu, 2018. "The Influence of Professional Identity, Job Satisfaction, and Work Engagement on Turnover Intention among Township Health Inspectors in China," IJERPH, MDPI, vol. 15(5), pages 1-13, May.
    3. Bateman, Thomas S. & Crant, J. Michael, 1999. "Proactive behavior: Meaning, impact, recommendations," Business Horizons, Elsevier, vol. 42(3), pages 63-70.
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    Cited by:

    1. Diane Pelly, 2023. "Worker Well-Being and Quit Intentions: Is Measuring Job Satisfaction Enough?," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 169(1), pages 397-441, September.
    2. Greta Mazzetti & Silvia Simbula & Chiara Panari & Dina Guglielmi & Alessio Paolucci, 2019. "“Woulda, Coulda, Shoulda”. Workers’ Proactivity in the Association between Emotional Demands and Mental Health," IJERPH, MDPI, vol. 16(18), pages 1-13, September.
    3. Juan Yang & Bo Pu & Zhenzhong Guan, 2019. "Entrepreneurial Leadership and Turnover Intention of Employees: The Role of Affective Commitment and Person-job Fit," IJERPH, MDPI, vol. 16(13), pages 1-17, July.
    4. Lavinia Denisia Cuc & Andrea Feher & Paul Nichita Cuc & Silviu Gabriel Szentesi & Dana Rad & Gavril Rad & Mioara Florina Pantea & Cosmin Silviu Raul Joldes, 2022. "A Parallel Mediation Analysis on the Effects of Pandemic Accentuated Occupational Stress on Hospitality Industry Staff Turnover Intentions in COVID-19 Context," IJERPH, MDPI, vol. 19(19), pages 1-20, September.

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