(The Mediating Role of Job Engagement in the Relationship Between Career Satisfaction and Intention to Quit)

Abstract

Purpose – This study aims to contribute to the literature on employee retention by focusing on the role of mediating of job engagement between career satisfaction and intention to quit. Design/methodology/approach – This descriptive study included 285 people working in the banking sector in Antalya. In the study, the mediating role of job engagement between career satisfaction and intention to quit is tested using the structural equation model. Findings – The results showed that there was a positive direct correlation between career satisfaction and job engagement dimensions (vigor, dedication and absorption), and a negative relation between career satisfaction and intention to quit. A negative relationship was found between the three dimensions of job engagement (vigor, dedication and absorption) and intention to quit. According to the structural equation model, vigor and absorption dimensions of the job engagement have a full mediating role in the relationship between career satisfaction and intention to quit. Discussion – According to the research results, for the employees who have a high career satisfaction, the intention to quit decreases when their job engagement increases. The increase in the career satisfaction of the employees increases their levels of job engagement. Additionally, employees with a high level of job engagement tend to think less of leaving as a result of the fact that employees with high absorption levels are more happy in their jobs and feel that time passes quickly in their jobs compared to other employees. This research has shown that both career satisfaction and job engagement are important in predicting intention to quit. Therefore, the findings of the research reveal the fact that the preparation of programs that improve job engagement and career satisfaction may increase the likelihood of retaining employees.