The effect of work engagement on job satisfaction and turnover intentions: The mediating role of group versus organisational identity

Abstract

The relationship between work engagement, job satisfaction, turnover intentions, and identity within organisations was investigated. Social identity theory (SIT) proposes that individuals derive part of their self-concept from their group memberships, and previous research has shown that individuals derive a degree of engagement and job satisfaction based on their identification with the organisation where they work. Based on SIT, we propose that identity can be considered a resource in organisations and mediate the relationship between engagement and job satisfaction (Study 1) and turnover intentions (Study 2). Confirming our predictions, group identity, but not organisational identity, was a significant mediator in both studies. The results also showed that organisational identity (the endorsement of the organisation) is relevant but not independently from group identity (the relationships with immediate coworkers). Simply promoting organisational identity has limited effects on the relationship between work engagement and job satisfaction and turnover intentions.