Career variety and turnover intention: mediating role of job crafting and moderating role of HR innovators and integrators

Abstract

Purpose Previous studies have indicated that career variety offers numerous benefits in the work environment; however, knowledge regarding the mechanisms that retain employees with diverse career experiences is scant. Drawing on person–environment (P–E) fit theory and the job crafting perspective, this study aims to explore the relationship between career variety and turnover intention, and the roles of job crafting and HR innovators and integrators in this relationship. Design/methodology/approach This study examines the nonlinear effect of career variety on turnover intention using survey data collected from 509 employees (Study 1) and 346 employees and their supervisors (Study 2) in China. Findings Career variety and turnover intention exhibited an inverted U-shaped relationship – mediated by job crafting. Additionally, the HR innovator and integrator moderated the relationship between career variety and job crafting. When the HR innovator and integrator were strong, employees engaged in more job crafting at intermediate levels of career variety. Originality/value The findings not only deepen our understanding of the inherent capabilities and preference traits of employees with diverse career backgrounds but also enrich the body of research on career variety, reconcile inconsistencies across previous studies and offer new insights into strategic organisational interventions for retaining a workforce with varied career experiences.