A Framework of Research and Practice: Relationship between Work Engagement, Affective Commitment, and Turnover Intentions

Abstract

There is a growing research interest in the topic of work engagement over the past years. In reference to Schauefeli, Salanova, Gonzalez-Roma & Bakker (2002) [1], work engagement is described as “a positive, fulfilling work-related state of mind that is characterized by vigor, dedication and absorption”. As compare to the researches based on the relationship between work engagement and organizational commitment and job performance, the existing researches on the relationship between work engagement and turnover intentions are far fewer. We theoretically discussed the relationship among work engagement, affective commitment and turnover intentions. Research results show that work engagement is negatively related to turnover intentions whereby affective commitment plays a regulating role. Affective commitment moderates the relationship between work engagement and turnover intentions whereby employees’ affective commitment is stronger and employees are more willing to invest effort in their work; hence, employees’ turnover intentions are reduced.