Embedding Sustainability in Employee Outcomes: A Mediation–Moderation Examination of Work Engagement and Turnover Intentions in The Malaysian Hospitality Industry

Abstract

This study explores the relationship between turnover intentions and work engagement in the Malaysian hospitality industry, with a focus on career construction theory (CCT). The research investigates how factors such as work engagement, orientation to happiness (OTH), and perceived organizational support (POS) influence employees’ intentions to leave their jobs. The study, conducted with 476 hotel staff members across 5-star hotels in southern Malaysia, uses a time-lagged approach to collect data on work engagement, OTH, and turnover intentions over three months. The results reveal that work engagement negatively correlates with turnover intentions, suggesting that higher engagement leads to lower intentions to leave. OTH, which represents an employee’s positive outlook and life satisfaction, acts as a mediator in this relationship. Furthermore, POS plays a significant moderating role, strengthening the connection between work engagement and turnover intentions when perceived organizational support is high. Conversely, when POS is low, the relationship weakens, making employees more likely to seek other job opportunities. The findings contribute to both theoretical and practical understanding of turnover dynamics in the hospitality sector. By emphasizing the importance of work engagement and POS, the study provides actionable insights for hospitality managers seeking to reduce turnover and improve employee retention. It also highlights the need for organizations to foster a supportive work environment that promotes career development and personal well-being. This research extends existing literature on turnover intentions and engagement by incorporating OTH as a key variable and exploring its impact in the hospitality industry context. the hospitality field, retention of workers becomes an important issue.