The Paradoxical Effects of Covid-19 Event Strength on Employee Turnover Intention
Bibliographic Data
| ID | 15460904 |
|---|---|
| Authors | Hui Deng (0000-0002-9438-7706, Beijing Jiaotong University), Wenbing Wu (0000-0002-0679-5217, Beijing Jiaotong University), Yihua Zhang (0000-0002-2939-5187, Pepperdine University), Xiaoyan Zhang (0009-0008-8425-9349, Beijing Jiaotong University, corresponding author), Jing Ni (0000-0002-9497-3019, Qingdao University) |
| Year | 2022 |
| Volume | 19 |
| Issue | 14 |
| Pages | 8434-8434 |
| Publication date | 2022-07-10 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | International Journal of Environmental Research and Public Health (JOURNAL) |
| Journal identifiers | ISSN: 1661-7827 • E-ISSN: 1660-4601 |
| Publisher | Multidisciplinary Digital Publishing Institute (PUBLISHER • CH) |
| DOI | 10.3390/ijerph19148434 |
| PMID | 35886285 |
| OpenAlex | W4285007094 |
| Language | EN |
| Citations received | 4 |
| References cited | 67 |
As a global pandemic, the novel coronavirus (COVID-19) has brought enormous challenges to employees and organizations. Although numerous existing studies have highlighted that the COVID-19 pandemic is a stressful event and empirically proved its detrimental effect on employee turnover intention, few scholars have noted that this pandemic can deteriorate the external economic and employment environment simultaneously, which may further complicate employees' intentions to leave or stay in the current organization. Drawing on event system theory and social cognitive theory, this study aims to uncover two potential cognitive mechanisms of the complex impact of COVID-19 event strength on employee turnover intention. To examine the proposed model, this study employed a three-wave and time-lagged research design and collected data from a sample of 432 employees of four Chinese companies from different industries. The findings indicated that COVID-19 event strength was negatively related to perceived external employability, and ultimately curbed employee turnover intention. Yet, COVID-19 event strength also negatively predicted perceived organizational growth, thus influencing employees to exhibit intentions to quit. Moreover, organizational identification not only attenuated the positive effect of perceived external employability on turnover intention but also amplified the negative impact of perceived organizational growth on turnover intention. Further, organizational identification moderated the indirect effects of COVID-19 event strength on turnover intention through perceived external employability and perceived organizational growth. This study provided a comprehensive insight into scholars' understanding of the COVID-19 downstream outcomes
Business · Coronavirus disease 2019 (COVID-19 · Economics · Employability · Management · Pandemic · Turnover · COVID-19 Pandemic Impacts · Emotional Labor in Professions · Job Satisfaction and Organizational Behavior · Medicine · Psychology · Social Psychology
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| Unique citing works | 4 |
|---|---|
| Citations per year | 1 |
| Citation span | 2022 - 2025 (4) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 4 |