PhD Scientific Days 2021

MH_II_L: Mental Health Sciences II. Lectures

Can Meaningful Work Prevent Turnover Intentions?

Text of the abstract

Introduction: The meaning of work is becoming the focus of more and more research nowadays, as it has many positive effects on both the employee and the employer. Furthermore, the meaning of work can be seen as one of the possible outcomes of self-determination. In the present research, we developed a model in which the basic psychological needs contribute to the meaning of work, which in turn serves as a protective factor in turnover intentions.
Aims: The aim of this study is to explore the role of meaning of work in the light of the basic psychological needs and turnover intentions.
Methods: The research was conducted with a sample of 1,842 adult white collar workers (42.78% male, 57.22% female), via online questionnaire. The participants work in various fields (e.g. education, IT, administration, finance). In the present study, we analyzed data using the Work And Meaning Inventory, the Satisfaction With Work Scale and the Basic Psychological Needs Scale.
Results: In this study, the Hungarian version of Work And Meaning Inventory proved to be valid and reliable. Based on the final path model, the basic psychological needs (autonomy, competence and relatedness) predict work satisfaction, while only autonomy and competence affect the meaning of work directly. The meaning of work and work satisfaction predicts turnover intentions altogether significantly. All paths are significant in the model, and the modification indices implicate very good fit.
Conclusion: Based on the path model, the meaning of work proved to be a significant predictor for turnover intentions, even after controlling for job satisfaction. Overall, results show that experiencing the meaning of work plays an independent role in turnover intentions. The model identifies the factors that contribute to job satisfaction among white collar workers, so in practice it can serve as a guide for employers to prevent turnover intentions and promote employee well-being.
Funding: The research had no funding.

University and Doctoral School

Semmelweis University, Doctoral School of Health Sciences