| Abstract [eng] |
Relationship of intention to quit the job with work engagement and evaluation of manager's communication efficacy, Greta Dobrovolskytė, Vilnius, Vilnius University, 2019, pages 59. Employee intention quit the job is one of the major organizational problems that can be reduced by work engagement. Based on the job demands – resources or JD-R model, managerial communication, which can influence work engagement and intention to quit, is attributed to job resources. The main question of the research was whether work engagement and a manager’s ability to communicate effectively can reduce employee intention to quit. Utrecht Work Engagement Scale, UWES – 9 (Schaufeli & Bakker, 2003) was used to measure employee work engagement. Brashear et al (2005), as well as adapted theoretical statements of Netemeyer at al’s and other scales were used in order to assess employee intention to quit. A questionnaire for the assessment of manager’s communication efficacy was compiled based on the mentioned literature. 112 respondents participated in the research. Correlation analysis and structural equation modeling (SEM) were used. The results of the research reveal that effectiveness of managers communication prognosticate work engagement, whereas the latter indicates employee intention to quit. Work engagement takes the role of a mediator and establishes negative correlation between effective managerial communication and the employee intention to leave. |
