Young adults in flux: The role of dimensions of emerging adulthood and psychological capital in the intention to remain in an organization

Abstract

Objective. Research dedicated to turnover intentions has proliferated in the last decades, identifying various predictors of intention to voluntarily quit the organization. However, although previous studies indicated that younger employees are more prone to turnover intentions, emerging adulthood, as a specific developmental period, has been neglected in previous research dedication to turnover intentions. Emerging adulthood corresponds to ages 18–29 years, during which individuals consider themselves as no longer adolescents, but not yet as full‑fledged adults. Besides the achievement of developmental milestones, various psychologically based qualities – known as dimensions of emerging adulthood – are differentiated in a research literature, and can play a role in turnover intentions. Relatedly, although Psychological capital (PsyCap) – as a second‑order construct integrating hope, self‑efficacy, resilience, and optimism - has been established as a correlate of intention to remain in the organization in previous studies, the role of positive psychological resources in intention to stay in an organization during emerging adulthood, as a specific developmental period, has been neglected. Moreover, recent literature also indicates that the relationship between psychological capital and turnover intention could be indirect – i.e., mediated by other variables such as work engagement – and that a similar pattern of results could be expected also in the case of dimensions of emerging adulthood. Thus, the aim of the present paper is to examine the role of (A) dimensions of emerging adulthood (as potentially important developmental factors) and (B) psycho‑ logical capital (as a positive psychological state that could be purposefully cultivated) in the intention to remain in the organization both directly, and indirectly (i.e., potentially mediated via work engagement).