Mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers

Abstract

PurposeWhile existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers.Design/methodology/approachBased on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression.FindingsThe outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance.Practical implicationsBy enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted.Originality/valueThe results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance.

Pengaruh Faktor Internal Terhadap Turnover Intention Pada Perusahaan Manufaktur Jakarta

“…Begitupun sebaliknya, apabila seorang pekerja merasakan Employee Engagement yang cukup tinggi dapat mengurangi keinginan dari pekerja untuk meninggalkan pekerjaan tersebut. Hal ini sesuai dengan penelitian sebelumnya bahwa Employee Engagement pengaruh negatif terhadap Turnover Intention (Kissi et al, 2023) dan (Jung et al, 2021).…”

Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement

“…Employee engagement refers to the employee's profound emotional and intellectual connection to their job, organization, supervisor, or colleagues, which drives them to put in extra effort (Rumawas, 2021). Work engagement encompasses the favourable outcomes of employment, offering a sense of satisfaction and a positive mental state (Kissi et al, 2023). Employees' energetic (physical, emotional, and cognitive) connection to their employment fosters a positive, long-lasting state of motivation toward work, known as WE (Coetzee & van Dyk, 2018).…”