The Impact of Job Demands and Resources on Occupational Well-being, Job Engagement, and Turnover Intention: The Mediating Role of Occupational Well-being

Abstract

This study investigated the relationships between obstructive job demands, challenging job demands, job resources, occupational well-being, job engagement, and turnover intention among employees in the service industry. The study utilized a sample of 439 employees from various service industries in China, and data was collected through self-report questionnaires. Structural equation modeling was used to analyze the relationships between the variables.The results of the study showed that obstructive job demands had a significant negative effect on occupational well-being and job engagement, and a significant positive effect on turnover intention. In contrast, challenging job demands and job resources had a significant positive effect on occupational well-being and job engagement, and a significant negative effect on turnover intention. Additionally, occupational well-being had a significant positive effect on job engagement and a significant negative effect on turnover intention.The study contributes to the existing literature by providing empirical evidence on the relationships between job demands, job resources, occupational well-being, job engagement, and turnover intention among service industry employees in China. The findings of this study have practical implications for service industry managers and policymakers who seek to enhance employee well-being, engagement, and retention.However, the study has limitations, including the use of a cross-sectional design, self-report measures, and a sample from only one country and industry. Future research should use longitudinal designs, objective measures, and diverse samples to overcome these limitations and provide a more comprehensive understanding of the relationships among the variables in different contexts.