The Relationships among Job Demands, Work Engagement, and Turnover Intentions in the Multiple Groups of Different Levels of Perceived Organizational Supports

Abstract

The purpose of this article was to investigate the relationships among job demands, work engagement, and turnover intention in the multiple groups of different levels of perceived organizational support. Data were collected from 890 professional nurses working in the private hospital industry of medical tourism in Thailand. The statistical methods employed were confirmatory factor analysis, multiple groups analysis, and structural equation modeling. The results revealed that there was a significant, work engagement had mediating effects on the relationship between job demand and turnover intention. Meanwhile, work engagement mediated the relationship between perceived organizational supports and turnover intentions. The second objective was to examine the moderating effects of the multiple groups of perceived organizational support levels on the relationship between job demands and work engagement. The results showed that multiple groups of different levels of perceived organizational support had no moderating influence. Therefore, it could be concluded from this study that perceived organizational support had an indirect influence on turnover intention through work engagement but had no moderating effects.

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