Positive Affect Predicts Turnover Intention Mediated by Online Work Engagement: A Perspective of R&D Professionals in the Information and Communication Technology Industry

Frontiers in Psychology

Sirirat Petsangsri¹  Jon-Chao Hong²  Yuting Cui³ 

[1] Department of Industrial Education, King Mongkut’s Institute of Technology Ladkrabang, Bangkok, Thailand;Institute for Research Excellence in Learning Science, National Taiwan Normal University, Taipei City, Taiwan;Institute of Vocational and Adult Education, Faculty of Education, Beijing Normal University, Beijing, China;

关键词: positive affect;    work engagement;    turnover intention;    organizational behavior;    remote working;   

DOI  :  10.3389/fpsyg.2021.764953

来源: Frontiers

【 摘 要 】

Remote work has become the most popular approach during the COVID-19 lockdown; however, remote work engagement is an issue which creates challenges for human resource management. Some individuals engage in work no matter how difficult the job is, but some people’s minds wander, no matter how simple the job is. To address this issue, this study drew on trait activation theory, which indicates that one’s positive disposition may affect one’s turnover intention mediated by work engagement, to formulate a research model to test the associations among R&D professionals. Questionnaires were distributed to R&D professionals working in China information and communication technology (ICT) through several Instant Message groups. In total, 386 valid questionnaires were collected for confirmatory factor analysis with structural equation modeling to verify the research model. The study found that positive affect can positively predict three types of remote work engagement: the cognitive, emotional, and behavioral engagement of R&D personnel. All three types of remote work engagement of R&D personnel can negatively predict their turnover intention. The results suggest that if human resource managers working in the ICT industry want to reduce the turnover intention rate of R&D workers under pressure from COVID-19, they should enhance workers’ remote engagement by selecting R&D workers with a high level of positive affect.

【 授权许可】

CC BY