College of Business Administration, Pukyong National University, 45 Yongso-ro, Nam-gu, Busan 48513, Korea.
School of Business, Yonsei University, 50 Yonsei-ro, Seodaemun-gu, Seoul 03722, Korea.
Int J Environ Res Public Health. 2019 Mar 8;16(5):843. doi: 10.3390/ijerph16050843.
Retaining proactive employees with the potential to be high performers is recognized as an essential condition for an organization's survival and prosperity. However, few studies have logically explained and empirically clarified the link between proactive personality, which represents a distal proactive tendency, and turnover intention to predict actual turnover behavior. With the research objective to address these research gaps, we expected that work engagement as a proximal motivational mechanism was likely to mediate the relationship between proactive personality and turnover intention, and that job autonomy as a critical job context was likely to moderate the relationship between proactive personality and work engagement. We developed a moderated mediation model incorporating these expectations. The results of the survey conducted on employees working for mid-sized manufacturing firms in Korea were consistent with our expectations. The findings of this study help uncover the intentions of turnover exhibited by proactive employees.
留住有潜力成为高绩效员工的积极员工被认为是组织生存和繁荣的必要条件。然而，很少有研究从逻辑上解释和从经验上阐明主动性人格（代表一种远程主动倾向）与离职意向之间的联系，以预测实际的离职行为。本研究旨在解决这些研究空白，我们预计工作投入作为一个近端激励机制可能在主动性人格和离职意向之间起到中介作用，而工作自主性作为一个关键的工作环境可能在主动性人格和工作投入之间起到调节作用。我们结合这些预期建立了一个调节中介模型。对韩国中型制造企业员工进行的调查结果与我们的预期一致。这项研究的结果有助于揭示积极员工表现出的离职意图。
