The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention

Abstract

The purpose of the current study was to examine the mediating role of work engagement on the relationship between perceived supervisor support and turnover intention using the Jobs Demands-Resources (JD-R) model and the motivational processes of engagement as the theoretical framework. A total of 954 employees of a healthcare organization participated in an online survey. Results showed that work engagement partially mediated the relationship between perceived supervisor support and turnover intention. Perceived supervisor support was negatively related to turnover intention directly and indirectly through work engagement. Based on these findings, organizations should focus on strategies of increasing the job resource of perceived supervisor support in order to motivate employees to be more engaged, which is likely to reduce the likelihood that they will leave the organization.