Abstract
Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts.
Highlights
The fifth European survey on working conditions (Eurofound, 2012) conducted in 34 countries on a sample of 44,000 workers, showed the essential role of relation to work in the individuals’ lives
The first hypothesis—that adverse working conditions are positively associated with turnover intentions—was confirmed while the second—that meaning of work is negatively related to adverse working conditions and turnover intentions—was supported
Our study attempted to extend the current literature about the mediating effects of meaning of work, and about the consequences of adverse working conditions on employee outcomes, on turnover intentions
Summary
The fifth European survey on working conditions (Eurofound, 2012) conducted in 34 countries on a sample of 44,000 workers, showed the essential role of relation to work in the individuals’ lives. The job characteristics model (JCM) developed Hackman and Oldham (1976) suggested that meaning of work can act a mediator between job characteristics (variety of skills, tasks, characteristics, autonomy, and feedback) and the various employee’s outcomes such us motivation, satisfaction, and in particular, turnover intentions. This result was confirmed by the meta-analysis conducted by Humphrey et al (2007). Hypothesis 4: The effects of adverse working conditions on turnover intentions are partially mediated by meaning of work (path c’)
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