Study On The Relationships Between Career Adaptability And Work Engagement, Turnover Intention

With the mobility of employees dramatically improved worldwide, more and moreorganizations begin to recognize the importance of employees’ career adaptability and set up todevelop employees’ career in various means. Undoubtedly, career adaptability is a positivepsychological resource and conversion capability which could help employees to better integrateinto the organization and adapt to the changeable environment. However, whether cultivatingemployees’ career adaptability could create meaningful value and bring positive benefits toorganizations, and what is the impact mechanism? There is still no definite answer in boththeoretical and practical field.In this study, we investigate500full-time employees to examine the influence of careeradaptability on employees’ work engagement and turnover intention, and also the mediatingeffects of person-environment fit between them. We collect367valid questionnaires throughpaper and online survey and use SPSS19.0and AMOS17.0to analyze the data. Usingdescriptive statistics, analysis of variance (ANOVA), hierarchical regression analysis andstructural equation modeling (SEM), we have researched the following conclusions：（1）The overall level of employees’career adaptability is a little higher than the average level.Career adaptability and its four dimensions including career concern, career curious, careercontrol and career confidence are significantly different among different age groups and tensiongroups.（2）Career adaptability has a significant positive effect on work engagement and itsdimensions of career confidence, career concern and career control are significantly positivelycorrelated to work engagement.（3）Career adaptability has a significant negative effect on turnover intention and its dimension of career confidence is significantly negatively correlated to turnover intention.（4）Person-environment fit plays an partial intermediary role between the relationship ofcareer adaptability and work engagement. The dimensions of career confidence, career concernand career control have significant positive impacts on work engagement through the mediatingeffect of person-environment fit.（5）Person-environment fit plays an full intermediary role between the relationship of careeradaptability and turnover intention. The dimensions of career confidence have a significantnegative impact on turnover intention through the mediating effect of person-environment fit.（6）The management dilemma of career adaptability does not exist. When putting together,career adaptability has a significant positive direct effect on work engagement while has ainsignificant positive direct effect on turnover intention. Through the mediating effect of person–environment fit, career adaptability has a significant positive effect on work engagement whilehas a significant negative effect on turnover intention.Overall, improving employees’ career adaptability brings great value to organization throughretaining excellent employees and motivating them to engage in current work.