Hostname: page-component-745bb68f8f-l4dxg Total loading time: 0 Render date: 2025-01-12T19:15:17.774Z Has data issue: false hasContentIssue false
  • English
  • Français

Job resources and employees' intention to stay: the mediating role of meaningful work and work engagement

Published online by Cambridge University Press:  12 April 2021

Israel Sánchez-Cardona Open the ORCID record for Israel Sánchez-Cardona [Opens in a new window] ,
María Vera  and
Jesús Marrero-Centeno
Israel Sánchez-Cardona*
Affiliation:
Department of Psychological Sciences, Kennesaw State University, 402 Bartow Ave NW, Kennesaw 30144, Georgia, USA
María Vera
Affiliation:
Universidad Pablo de Olavide, Ctra. de Utrera, km. 1 41013, Seville, Spain
Jesús Marrero-Centeno
Affiliation:
University of Puerto Rico, Río Piedras Campus, P.O. Box 23345, San Juan 00931-3345, Puerto Rico
*
Author for correspondence: Israel Sánchez-Cardona, E-mail: isanche7@kennesaw.edu
Get access Rights & Permissions [Opens in a new window]

Abstract

Based on the Job Demands Resources Model (JD-R), this study investigates the mediating role of meaningful work and work engagement in the association between job resources and employees' intention to stay. A cross-sectional study was conducted through an online survey of 217 employees from different organizations in Puerto Rico. We examined a serial mediation analysis through structural equation modeling. The results indicate that job resources are positively related to meaningful work, while meaningful work is positively associated with work engagement. Further, job resources are indirectly associated with the intention to stay through meaningful work and work engagement. This study contributes to understanding the role of meaningful work and engagement in the JD-R model's motivational-driven process and how these mechanisms promote positive work outcomes in terms of the retention of human capital. Designing jobs and strategies at the workplace to develop meaning and engagement seems crucial to retain employees.

Keywords

Intention to stayjob resourcesmeaningful workwork engagement
Type
Research Article
Information
Journal of Management & Organization , Volume 29 , Issue 5 , September 2023 , pp. 930 - 946
Copyright
© Cambridge University Press and Australian and New Zealand Academy of Management 2021

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Albrecht, S. L., & Marty, A. (2020). Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions. The International Journal of Human Resource Management, 31(5), 657–681. doi:10.1080/09585192.2017.1362660CrossRefGoogle Scholar
Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2019). Outcomes of meaningful work: A meta-analysis. Journal of Management Studies, 56(3), 500–528. doi:10.1111/joms.12406CrossRefGoogle Scholar
Allan, B. A., Duffy, R. D., & Collisson, B. (2018). Task significance and performance: Meaningfulness as a mediator. Journal of Career Assessment, 26(1), 172–182. doi:10.1177/1069072716680047CrossRefGoogle Scholar
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K., & McKee, M. C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193–203. doi:10.1037/1076-8998.12.3.193CrossRefGoogle ScholarPubMed
Arnoux-Nicolas, C., Sovet, L., Lhotellier, L., Di Fabio, A., & Bernaud, J. L. (2016). Perceived work conditions and turnover intentions: The mediating role of meaning of work. Frontiers in Psychology, 7, 704. doi:10.3389/fpsyg.2016.00704CrossRefGoogle ScholarPubMed
Astvik, W., Welander, J., & Larsson, R. (2020). Reasons for staying: A longitudinal study of work conditions predicting social workers’ willingness to stay in their organisation. The British Journal of Social Work, 50(5), 1382–1400. doi:10.1093/bjsw/bcz103CrossRefGoogle Scholar
Bailey, C., Madden, A., Alfes, K., Shantz, A., & Soane, E. (2017). The mismanaged soul: Existential labor and the erosion of meaningful work. Human Resource Management Review, 27(3), 416–430.CrossRefGoogle Scholar
Bakker, A. B. (2017). Strategic and proactive approaches to work engagement. Organizational Dynamics, 46(2), 67–75. doi:10.1016/j.orgdyn.2017.04.002CrossRefGoogle Scholar
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. doi:10.1037/ocp0000056CrossRefGoogle ScholarPubMed
Bakker, A. B., & Demerouti, E. (2018). Multiple levels in job demands-resources theory: Implications for employee well-being and performance. In Diener, E., Oishi, S., & Tay, L. (Eds.) , Handbook of well-being (pp. 592–603). Salt Lake City, UT: DEF Publisher. https//nobascholar.com.Google Scholar
Bakker, A. B., & de Vries, J. D. (2021). Job demands–resources theory and self-regulation: New explanations and remedies for job burnout. Anxiety, Stress, & Coping, 34(1), 1–21. doi:10.1080/10615806.2020.1797695CrossRefGoogle ScholarPubMed
Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), 132–153. doi:10.5465/amr.2010.0479CrossRefGoogle Scholar
Bayona, J. A., Caballer, A., & Peiró, J. M. (2015). The work design questionnaire: Spanish version and validation. Journal of Work and Organizational Psychology, 31(3), 187–200. doi:10.1016/j.rpto.2015.06.001CrossRefGoogle Scholar
Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238–246. doi:10.1037/0033-2909.107.2.238CrossRefGoogle ScholarPubMed
Berthelsen, H., Hakanen, J. J., & Westerlund, H. (2018). Copenhagen psychosocial questionnaire – a validation study using the job demand-resources model. PLoS ONE, 13(4), e0196450. doi:10.1371/journal.pone.0196450CrossRefGoogle ScholarPubMed
Blustein, D. L. (2008). The role of work in psychological health and well-being: A conceptual, historical, and public policy perspective. American Psychologist, 63(4), 228–240. doi:10.1037/0003-066X.63.4.228CrossRefGoogle ScholarPubMed
Cartwright, S., & Holmes, N. (2006). The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16(2), 199–208. doi:10.1016/j.hrmr.2006.03.012CrossRefGoogle Scholar
Chen, Z., Zhang, X., & Vogel, D. (2011). Exploring the underlying processes between conflict and knowledge sharing: A work-engagement perspective. Journal of Applied Social Psychology, 41(5), 1005–1033. doi:10.1111/j.1559-1816.2011.00745.xCrossRefGoogle Scholar
Chew, J., & Chan, C. C. A. (2008). Human resource practices, organizational commitment, and intention to stay. International Journal of Manpower, 29(6), 503–522. doi:10.1108/01437720810904194CrossRefGoogle Scholar
Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374–381. doi:10.1016/j.ijhm.2008.10.007CrossRefGoogle Scholar
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x.CrossRefGoogle Scholar
Cregård, A., & Corin, L. (2019). Public sector managers: The decision to leave or remain in a job. Human Resource Development International, 22(2), 158–176. doi:10.1080/13678868.2018.1563749CrossRefGoogle Scholar
Dan, C.-I., Roşca, A. C., & Mateizer, A. (2020). Job crafting and performance in firefighters: The role of work meaning and work engagement. Frontiers in Psychology, 11, 894. doi:10.3389/fpsyg.2020.00894CrossRefGoogle ScholarPubMed
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. doi:10.1037/0021-9010.86.3.499CrossRefGoogle ScholarPubMed
Demerouti, E., Bakker, A. B., & Xanthopoulou, D. (2019). Job demands-resources theory and the role of individual cognitive and behavioral strategies. In Taris, T., Peeters, M., & De Witte, H. (Eds.) , The fun and frustration of modern working life: Contributions from an occupational health psychology perspective (pp. 94–104). Antwerpen: Pelckmans Pro.Google Scholar
Demerouti, E., Van den Heuvel, M., Xanthopoulou, D., Dubbelt, L., & Gordon, H. J. (2017). Job resources as contributors to well-being. In Copper, C.L., & Leiter, M.P. (Eds.) , The Routledge companion to well-being at work (pp. 269–283). New York: Routledge. doi:10.1037/0021-9010.86.3.499.CrossRefGoogle Scholar
Douglass, R. P., Duffy, R. D., & Autin, K. L. (2016). Living a calling, nationality, and life satisfaction: A moderated, multiple mediator model. Journal of Career Assessment, 24(2), 253–269. doi:10.1177/1069072715580324CrossRefGoogle Scholar
Duffy, R. D., Dik, B. J., & Steger, M. F. (2011). Calling and work-related outcomes: Career commitment as a mediator. Journal of Vocational Behavior, 78(2), 210–218. doi:10.1016/j.jvb.2010.09.013CrossRefGoogle Scholar
Fairlie, P. (2011). Meaningful work, employee engagement, and other key employee outcomes: Implications for human resource development. Advances in Developing Human Resources, 13(4), 508–525. doi:10.1016/j.jvb.2010.09.013CrossRefGoogle Scholar
Field, A. (2018). Discovering statistics using IBM SPSS statistics (5th ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
Fletcher, L., Bailey, C., & Gilman, M. W. (2018). Fluctuating levels of personal role engagement within the working day: A multilevel study. Human Resource Management Journal, 28(1), 128–147. doi:10.1111/1748-8583.12168CrossRefGoogle Scholar
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. doi:10.2307/3151312CrossRefGoogle Scholar
Gabel Shemueli, R., Dolan, S. L., Suárez Ceretti, A., & Nuñez del Prado, P. (2016). Burnout and engagement as mediators in the relationship between work characteristics and turnover intentions across two Ibero-American nations. Stress and Health, 32(5), 597–606. doi:10.1002/smi.2667CrossRefGoogle ScholarPubMed
Geldenhuys, M., Laba, K., & Venter, C. M. (2014). Meaningful work, work engagement, and organizational commitment. SA Journal of Industrial Psychology, 40(1), 1–10. doi:10.4102/sajip.v40i1.1098CrossRefGoogle Scholar
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. doi:10.1016/0030-5073(76)90016-7CrossRefGoogle Scholar
Hair, J. F., Black, B., Babin, B., Anderson, R., & Tatham, R. (2006). Multivariate data analysis. Upper Saddle River, NJ: Prentice-Hall.Google Scholar
Hansen, J. C. (2013). A person-environment fit approach to cultivating meaning. In Dik, B., Byrne, Z., & Steger, M. (Eds.), Purpose and meaning in the workplace (pp. 37–56). Washington, DC: American Psychological Association.10.1037/14183-003.CrossRefGoogle Scholar
Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. doi:10.1146/annurev-orgpsych-032117-104640CrossRefGoogle Scholar
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. doi:10.1037/apl000010310.1016/j.hrmr.2016.11.001CrossRefGoogle ScholarPubMed
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55. doi:10.1080/10705519909540118CrossRefGoogle Scholar
Huang, P. H. (2017). Asymptotics of AIC, BIC, and RMSEA for model selection in structural equation modeling. Psychometrika, 82(2), 407–426. doi:10.1007/s11336-017-9572-yCrossRefGoogle ScholarPubMed
Hulshof, I. L., Demerouti, E., & Le Blanc, P. M. (2020). Day-level job crafting and service-oriented task performance: The mediating role of meaningful work and work engagement. Career Development International, 25(4), 355–371. doi:10.1108/CDI-05-2019-0111CrossRefGoogle Scholar
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356. doi:10.1037/0021-9010.92.5.1332CrossRefGoogle ScholarPubMed
Jenny, G. J., Bauer, G. F., Füllemann, D., Broetje, S., & Brauchli, R. (2020). ‘Resources-demands ratio’: Translating the JD-R-model for company stakeholders. Journal of Occupational Health, 62(1), e12101. doi:10.1002/1348-9585.12101CrossRefGoogle ScholarPubMed
Johnson, M. J., & Jiang, L. (2017). Reaping the benefits of meaningful work: The mediation versus moderating role of work engagement. Stress and Health, 33(3), 288–297. doi:10.1002/smi.2710CrossRefGoogle ScholarPubMed
Johnston, J. (1995). The determinants of service quality: Satisfiers and dissatisfiers. International Journal of Service Industry Management, 6(5), 53–71. doi:10.1108/09564239510101536CrossRefGoogle Scholar
Jung, H. S., & Yoon, H. H. (2016). What does work meaning to hospitality employees? The effects of meaningful work on employees’ organizational commitment: The mediating role of job engagement. International Journal of Hospitality Management, 53, 59–68. doi:10.1016/j.ijhm.2015.12.004CrossRefGoogle Scholar
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. doi:10.5465/256287CrossRefGoogle Scholar
Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24, 285–308. doi: 10.2307/2392498.CrossRefGoogle Scholar
Kline, R. B. (2016). Principles and practice of structural equation modeling. New York: The Guilford Press.Google Scholar
Landells, E. M., & Albrecht, S. L. (2019). Perceived organizational politics, engagement and stress: The mediating influence of meaningful work. Frontiers in Psychology, 10, 1612. doi:10.3389/fpsyg.2019.01612CrossRefGoogle ScholarPubMed
Lesener, T., Gusy, B., & Wolter, C. (2019). The job demands-resources model: A meta-analytic review of longitudinal studies. Work & Stress, 33(1), 76–103. doi:10.1080/02678373.2018.1529065CrossRefGoogle Scholar
Li, X, Zhang, Y, Yan, D, Wen, F, & Zhang, Y. (2020). Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction. Journal of Advanced Nursing, 76(5), 1141–1150. https://doi.org/10.1111/jan.14305.CrossRefGoogle ScholarPubMed
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior, 110, 374–389. doi:10.1016/j.jvb.2018.07.004CrossRefGoogle Scholar
Mitchell, T., Holtom, B., Lee, T., Sablynski, C., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. doi:10.2307/3069391CrossRefGoogle Scholar
Morgeson, F. P., & Humphrey, S. E. (2006). The work design questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321–1339. doi:10.1037/0021-9010.91.6.1321CrossRefGoogle ScholarPubMed
Muthukrishna, M., Bell, A. V., Henrich, J., Curtin, C. M., Gedranovich, A., McInerney, J., & Thue, B. (2020). Beyond Western, educated, industrial, rich, and democratic (WEIRD) psychology: Measuring and mapping scales of cultural and psychological distance. Psychological Science, 31(6), 678–701. doi:10.1177/0956797620916782CrossRefGoogle ScholarPubMed
Nel, J. H., & Linde, B. (2019). Antecedents and outcomes associated with high levels of engagement. In Nel, J. H., & Linde, B. (Eds.), The art of engaging unionised employees (pp. 35–44). South Africa: Palgrave Pivot. doi:10.1007/978-981-13-2197-9_3.CrossRefGoogle Scholar
Park, T.-Y., & Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis. Journal of Applied Psychology, 98(2), 268–309. doi:10.1037/a0030723CrossRefGoogle ScholarPubMed
Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102(3), 403–420. doi:10.1037/apl0000106CrossRefGoogle ScholarPubMed
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438–454. doi:10.1037/0021-9010.92.2.438CrossRefGoogle ScholarPubMed
Podsakoff, P. M., Mackenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539–569. https://doi.org/10.1146/annurev-psych-120710-100452.CrossRefGoogle ScholarPubMed
Pratt, M.G., & Ashforth, B.E. (2003). Finding positive meaning in work. In Cameron, K.S., Dutton, J.E., & Quinn, R.E. (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 309–327). San Francisco, CA: Berrett-Koehler.Google Scholar
Price, J., & Mueller, C.W. (1986). Handbook of organizational measurement. Marshfield, MA: Pitman.Google Scholar
Rubenstein, A. L., Eberly, M. B., Lee, T. W., & Mitchell, T. R. (2018). Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover. Personnel Psychology, 71(1), 23–65. doi:10.1111/peps.12226CrossRefGoogle Scholar
Rudolph, C. W., Katz, I. M., Lavigne, K. N., & Zacher, H. (2017). Job crafting: A meta-analysis of relationships with individual differences, job characteristics, and work outcomes. Journal of Vocational Behavior, 102, 112–138. https://doi.org/10.1016/j.jvb.2017.05.008.CrossRefGoogle Scholar
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19–38. doi:10.1108/JOEPP-06-2018-0034CrossRefGoogle Scholar
Sánchez-Cardona, I., Vera, M., Martínez-Lugo, M., Rodríguez-Montalbán, R., & Marrero-Centeno, J. (2020). When job does not fit: The moderating role of job crafting and meaningful work in the relationship of overqualification and job boredom. Journal of Career Assessment, 28(2), 257–276. doi:10.1177/1069072719857174CrossRefGoogle Scholar
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. doi:10.1002/job.248CrossRefGoogle Scholar
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A confirmative analytic approach. Journal of Happiness Studies, 3(1), 71–92. doi:10.1023/A:1015630930326CrossRefGoogle Scholar
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35(4), 577–591. doi:10.1027/1015-5759/a000430CrossRefGoogle Scholar
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. In Bauer, G. F, & Hämmig, O. (Eds.), Bridging occupational, organizational and public health: A transdisciplinary approach (pp. 43–68). Zürich, Switzerland: Springer Science + Business.CrossRefGoogle Scholar
Schnell, T., Höge, T., & Pollet, E. (2013). Predicting meaning in work: Theory, data, implications. The Journal of Positive Psychology, 8(6), 543–554. doi:10.1080/17439760.2013.830763CrossRefGoogle Scholar
Shuck, B., Reio, T. G., & Rocco, T. S. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427–445. doi:10.1080/13678868.2011.601587CrossRefGoogle Scholar
Soane, E., Shantz, A., Alfes, K., Truss, C., Rees, C., & Gatenby, M. (2013). The association of meaningfulness, well-being, and engagement with absenteeism: A moderated mediation model. Human Resource Management, 52(3), 441–456. doi:10.1002/hrm.21534CrossRefGoogle Scholar
Sonnentag, S. (2017). A task-level perspective on work engagement: A new approach that helps to differentiate the concepts of engagement and burnout. Burnout Research, 5, 12–20. doi:10.1016/j.burn.2017.04.001CrossRefGoogle Scholar
Spector, P. E. (2019). Do not cross me: Optimizing the use of cross-sectional designs. Journal of Business and Psychology, 34(2), 125–137. doi:10.1007/s10869-018-09613-8CrossRefGoogle Scholar
Steffens, N. K., Yang, J., Jetten, J., Haslam, S. A., & Lipponen, J. (2018). The unfolding impact of leader identity entrepreneurship on burnout, work engagement, and turnover intentions. Journal of Occupational Health Psychology, 23(3), 373–387. doi:10.1037/ocp0000090CrossRefGoogle ScholarPubMed
Steger, M. F. (2017). Creating meaning and purpose at work. In Oades, L. G., Steger, M. F., Delle Fave, A., & Passmore, J. (Eds.), The Wiley Blackwell handbook of the psychology of positivity and strength based approaches at work (pp. 60–81). Hoboken, NJ: John Wiley & Sons Ltd. doi:10.1002/9781118977620.ch5Google Scholar
Steger, M. F., & Dik, B. J. (2010). Work as meaning: Individual and organizational benefits of engaging in meaningful work. In Linley, P.A., Harrington, S., & Garcea, N. (Eds.) , Oxford handbook of positive psychology and work (pp. 131–142). New York: Oxford University Press. doi:10.1093/oxfordhb/9780195335446.013.0011.Google Scholar
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012a). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322–337. doi:10.1177/1069072711436160CrossRefGoogle Scholar
Steger, M. F., Littman-Ovadia, H., Miller, M., & Menger, L. (2013). Engaging in work even when it is meaningless: Positive affective disposition and meaningful work interact in relation to work engagement. Journal of Career Assessment, 21(2), 348–361. https://doi.org/10.1177/1069072712471517.CrossRefGoogle Scholar
Steger, M. F., Littman-Ovadia, H., Miller, M., Menger, L., & Rothmann, S. (2012b). Engaging in work even when it is meaningless: Positive affective disposition and meaningful work interact in relation to work engagement. Journal of Career Assessment, 21(2), 348–361. doi:10.1177/1069072712471517CrossRefGoogle Scholar
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259–293. doi:10.1111/j.1744-6570.1993.tb00874.xCrossRefGoogle Scholar
Tetteh, S. D., Osafo, J., Ansah-Nyarko, M., & Amponsah-Tawiah, K. (2019). Interpersonal fairness willingness-to-stay and organisation-based self-esteem: The mediating role of affective commitment. Frontiers in Psychology, 10, 1315. doi:10.3389/fpsyg.2019.01315CrossRefGoogle ScholarPubMed
Van den Broeck, A., Ferris, D. L., Chang, C.-H., & Rosen, C. C. (2016). A review of self-determination theory's basic psychological needs at work. Journal of Management, 42(5), 1195–1229. doi:10.1177/0149206316632058CrossRefGoogle Scholar
Van den Broeck, A., Schreurs, B., Guenter, H., & Van Emmerik, I. J. H. (2015). Skill utilization and well-being: A cross-level story of day-to-day fluctuations and personal intrinsic values. Work and Stress, 29(3), 306–323. doi:10.1080/02678373.2015.1074955CrossRefGoogle Scholar
Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22(3), 277–294. doi:10.1080/02678370802393672CrossRefGoogle Scholar
Van Veldhoven, M., Van den Broeck, A., Daniels, K., Bakker, A. B., Tavares, S. M., & Ogbonnaya, C. (2020). Challenging the universality of job resources: Why, when, and for whom are they beneficial? Applied Psychology: An International Review, 69(1), 5–29. doi:10.1111/apps.12211CrossRefGoogle Scholar
Wan, Q., Li, Z., Zhou, W., & Shang, S. (2018). Effects of work environment and job characteristics on the turnover intention of experience nurses: The mediating role or work engagement. Journal of Advance Nursing, 74(6), 1332–1341. doi:10.1111/jan.13528CrossRefGoogle ScholarPubMed
Weston, R., & Gore, P. A. Jr (2006). A brief guide to structural equation modeling. The Counseling Psychologist, 34(5), 719–751.10.1177/0011000006286345CrossRefGoogle Scholar
Work Institute (2018). 2018 Retention report truth & trends in turnover. workinstitute.com/retentionreport2018.Google Scholar
Wrzesniewski, A. (2003). Finding positive meaning in work. In Cameron, K.S., Dutton, J.E., & Quinn, R.E. (Eds.) , Positive organizational scholarship: Foundations of a new discipline (pp. 296–308). San Francisco, CA: Berrett-Koehler.Google Scholar
You-De, D., Wen-Long, Z., & Tzung-Chen, H. (2019). Engage or quit? The moderating role of abusive supervision between resilience, intention to leave, and work engagement. Tourism Management, 70, 69–77. doi:10.1016/j.tourman.2018.07.014Google Scholar