Psychological capital: relationships between work design, engagement and turnover intention
DOI:
https://doi.org/10.17058/psiunisc.v8i1.18488Keywords:
Psychological capital, Work design, Work engagement, Turnover intentionAbstract
This study investigated the relationships between psychological capital, work design, engagement and turnover intention. This is a quantitative and cross-sectional study with 268 participants. The instruments used were: a) Job Design Questionnaire, b) Psychological Capital Scale, c) Utrecht Work Engagement Scale, d) Turnover Intention Scale and e) Socio-demographic data questionnaire. Regression analyzes showed that work design factors and psychological capital are predictive factors of work engagement and turnover intention. The results also indicated that work design and psychological capital were positively related to work engagement and negatively related to turnover intention. They also revealed that psychological capital is a suppressive factor in the relationship between specialization and work engagement and moderates the relationship between problem solving and turnover intention. Furthermore, work design factors (task and work characteristics, social characteristics and work context) and psychological capital explain work engagement and turnover intention. The originality of the study, its theoretical contributions and those applied to the work context are highlighted, highlighting its limitations.
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