There is a growing research interest in the topic of work engagement over the
past years. In reference to Schauefeli, Salanova, Gonzalez-Roma & Bakker
(2002) , work engagement is described as “a positive, fulfilling work-related
state of mind that is characterized by vigor, dedication and absorption”. As
compare to the researches based on the relationship between work engagement
and organizational commitment and job performance, the existing researches
on the relationship between work engagement and turnover intentions
are far fewer. We theoretically discussed the relationship among work
engagement, affective commitment and turnover intentions. Research results
show that work engagement is negatively related to turnover intentions whereby
affective commitment plays a regulating role. Affective commitment
moderates the relationship between work engagement and turnover intentions
whereby employees’ affective commitment is stronger and employees are
more willing to invest effort in their work; hence, employees’ turnover intentions
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Harter, J.K., Schmidt, F.L. and Hayes, T.L. (2002) Business-Unit-Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87, 268-279.
Hakanen, J.J. and Schaufeli, W.B. (2012) Do Burnout and Work Engagement Predict Depressive Symptoms and Life Satisfaction? A Three-Wave Seven-Year Prospective Study. Journal of Affective Disorders, 141, 415-424.
Airila, A., Hakanen, J., Punakallio, A., Lusa, S. and Luukkonen, R. (2012) Is Work Engagement Related to Work Ability beyond Working Conditions and Lifestyle Factors? International Archives of Occupational and Environmental Health, 85, 915-925. https://doi.org/10.1007/s00420-012-0732-1
Schaufeli, W.B., Bakker, A.B. and Van Rhenen, W. (2009) How Changes in Job Demands and Resources Predict Burnout, Work Engagement, and Sickness Absenteeism. Journal of Organizational Behavior, 30, 893-917.
Shantz, A., Alfes, K., Truss, C. and Soane, E.C. (2013) The Role of Employee Engagement in the Relationship between Job Design and Task Performance, Citizenship and Deviant Behaviors. International Journal of Human Resources Management (Early View Online), 24, 2608-2627.
Sulea, C., irga, D., Maricutoiu, L.P., Schaufeli, W., Dumitru, C.Z. and Sava, F.A. (2012) Work Engagement as Mediator between Job Characteristics and Positive and Negative Extra-Role Behaviors. Career Development International, 17, 188-207.
Halbesleben, J.R.B. (2010) A Meta-Analysis of Work Engagement: Relationships with Burnout, Demands, Resources, and Consequences. In: Bakker, A.B. and Leiter, M.P., Eds., Work Engagement: A Handbook of Essential Theory and Research, Psychology Press, New York, 102-117.
Shantz, A., Alfes, K. and Latham, G.P. (2016) The Buffering Effect of Perceived Organizational Support on the Relationship between Work Engagement and Behavioral Outcomes. Human Resources Management, 55, 25-38.
Caesens, G., Stinglhamber, F. and Marmier, V. (2016) The Curvilinear Effect of Work Engagement on Employees’ Turnover Intentions. International Journal of Psychology, 51, 150-155. https://doi.org/10.1002/ijop.12131
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De Lange, A.H., De Witte, H. and Notelaers, G. (2008) Should I Stay or Should I Go? Examing Longitudinal Relations among Job Resources and Work Engagement for Stayers versus Movers. Work and Stress, 22, 201-223.
Halbesleben, J.R.B. and Wheeler, A.R. (2008) The Relative Roles of Engagement and Embeddedness in Predicting Job Performance and Intention to Leave. Work and Stress, 22, 242-256. https://doi.org/10.1080/02678370802383962
Zhang, J.C., Ling, W.Q., Zhang, Z.Y. and Xie, J. (2015) Organizational Commitment, Work Engagement, Person-Supervisor Fit, and Turnover Intention: A Total Effect Moderation Model. Social Behavior and Personality, 43, 1657-1666.
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