The Relationship between Psychological Conditions for Engagement and Voluntary Turnover: The Moderating Effects of Job Performance and Salary Growth

The purpose of the present study was to examine the relationship between psychological conditions for engagement and voluntary turnover. In addition to the direct effects of psychological meaningfulness, psychological availability, and psychological safety on voluntary turnover, job performance and average annual salary growth were explored as moderators of these relationships. Responses to an organization-wide annual survey from 4,639 high tech company employees were analyzed using hierarchical multiple regression. Results indicated that there were weak direct relationships between the conditions for engagement and voluntary turnover. Furthermore, only job performance moderated the relationship between psychological safety and voluntary turnover, such that the relationship between safety and voluntary turnover was negative when job performance was low; however there was no relationship between safety and voluntary turnover when job performance was high. Explanations and implications of these findings are discussed