Job resources and employee turnover: Examining the role of employee engagement and job demands

Abstract

The purpose of this study was to find out the impact of job resources on employees turnover intention. It also aimed at examining the moderating role of job demand (time pressure) in the relationship of job resources and employee engagement. Data was collected from the employees of universities, including administrative employees and all academic employees (lecturer to professors). The findings exhibit that reward & recognition affect turnover intention positively and significantly. It was also found by regression analysis that organizational support has a positive impact on employee engagement. Moreover, this study also found that time pressure has a moderating role in the relationship of reward & recognition and employee engagement. Similarly, it was the findings of this study that negative moderation effect exists between the relationship of organizational support and employee engagement. Therefore, it is arguable that time pressure or extra job demand decreases the employee engagement.