The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period

Qin Li, Rosmah Mohamed, Anuar Mahomed and Hanna Khan
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Qin Li: School of Business and Economics, University Putra Malaysia, Serdang 43400, Malaysia
Rosmah Mohamed: School of Business and Economics, University Putra Malaysia, Serdang 43400, Malaysia
Anuar Mahomed: School of Business and Economics, University Putra Malaysia, Serdang 43400, Malaysia
Hanna Khan: School of Business and Economics, University Putra Malaysia, Serdang 43400, Malaysia

Sustainability, 2022, vol. 14, issue 15, 1-15

Abstract: The purpose of this study was to adopt the well-established and mature job demands–resources model (JD-R), and to extend its model to work engagement and turnover intention of frontline healthcare personnel. Using the cross-sectional survey and partial least squares path modeling tools, the results showed that perceived organizational support had a negative impact on the turnover intention of frontline healthcare staff. This finding is important because it shows how the medical system managers can buffer the negative impact of a lack of job resources on the work engagement of employees in terms of personal strategies, such as the psychological pressure in coping with a high workload. Compared with employee care, perceived organizational support for the respondents had a positive impact on work engagement, whereas work engagement had a negative impact on turnover intention. This study successfully integrated the literature on job resources, work engagement, and turnover intention to determine the real needs of frontline medical personnel.

Keywords: perceived organizational support; employee care; work engagement; turnover intention; job resource–demand theory (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2022
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Citations: View citations in EconPapers (1)

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