The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: This Relationship Depends on the Employee’s Generation?

Abstract

The main objective of this investigation was to study the effect of organizational competencies development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study's objectives was to test whether these relationships vary ac-cording to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational com-petencies development practices (training, individualized support, and functional rotation) nega-tively and significantly affect turnover intentions and that affective commitment mediates this re-lationship. However, these relationships vary according to the participant's generation. For Gen-eration Y and Generation X, this mediating effect is found in all dimensions of organizational competencies development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competencies development practices.