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Employee Well-being, Social Networks, and The Great Resignation : Exploring Paths to Retention

김지영|장문경|이중학
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2024.12|인적자원관리연구 (Journal of Human Resource Management Research)|제31권 제5호|pp. 1-24|DOI http://dx.doi.org/10.14396/jhrmr.2024.31.5.1

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사회적 네트워크turnover intention이직 의도employee well-beingsocial relationshipsadvice networkfriendship network.종업원 웰빙업무조언 네트워크친교 네트워크
주제분류경영학

초록

The phenomenon known as the great resignation has spotlighted a major challenge for organizations globally, with high rates of voluntary turnover leading to substantial costs. Recent studies indicate that turnover intention models should encompass not just personal attributes and attitudes, but also the social connections held by employees. This study focuses on how two distinct types of social networks—advice and friendship—impact employee turnover intention. In addition, to bridge psychological perspectives on employee turnover intention with sociological perspectives on structure, this study analyses the mediating effect of employee well-being in the connection between the centrality in two social networks and turnover intentions. Data from 111 employees in South Korea reveal that advice networks have a direct effect on turnover intentions. Additionally, findings indicate that employee well-being serves as a mediator between friendship networks and turnover intentions, highlighting its crucial role in this dynamic. By demonstrating the influence of social networks on turnover intentions, this research provides valuable insights into mechanisms that could potentially reduce employee turnover, thus aiding organizations in better management practices to retain their workforce. This study enriches our comprehension of social networks' influence on turnover intentions and suggests strategies for mitigating employee departure rat

Abstract

The phenomenon known as the great resignation has spotlighted a major challenge for organizations globally, with high rates of voluntary turnover leading to substantial costs. Recent studies indicate that turnover intention models should encompass not just personal attributes and attitudes, but also the social connections held by employees. This study focuses on how two distinct types of social networks—advice and friendship—impact employee turnover intention. In addition, to bridge psychological perspectives on employee turnover intention with sociological perspectives on structure, this study analyses the mediating effect of employee well-being in the connection between the centrality in two social networks and turnover intentions. Data from 111 employees in South Korea reveal that advice networks have a direct effect on turnover intentions. Additionally, findings indicate that employee well-being serves as a mediator between friendship networks and turnover intentions, highlighting its crucial role in this dynamic. By demonstrating the influence of social networks on turnover intentions, this research provides valuable insights into mechanisms that could potentially reduce employee turnover, thus aiding organizations in better management practices to retain their workforce. This study enriches our comprehension of social networks' influence on turnover intentions and suggests strategies for mitigating employee departure rat

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