Interplay of career and organisational commitment in the character Strengths-Turnover intentions relationship (a PLS-SEM study)
Sonali Jain, Swati DhirPurpose
Employee commitment to their jobs and careers, as well as their intention to leave, are significantly predicted by character strengths. The purpose of ths study to understand the role of Value in Action (VIA) character strengths in predicting workplace commitment and retention in the Indian context, despite the growing significance of values-based approaches in human resource management.
Design/methodology/approach
A total of 204 full-time Indian working professionals were surveyed to gather primary data using a cross-sectional design. partial least squares structural equation modeling, a variance-based method, was used to test the hypotheses, and Importance Performance Map Analysis was employed for further analysis.
Findings
Career and Organisational commitment fully mediate the link between VIA Character Strengths and Turnover Intentions. The Importance-Performance Map Analysis findings identified the most important strengths in reducing turnover intentions.
Practical implications
This study will help organisations focus on appropriate HR interventions to develop strong character strengths and enhance employees’ commitment to their careers and organisation, thereby supporting more effective retention strategies and values-aligned workforce development.
Originality/value
By incorporating character strengths in work-related outcomes, the study advances the field of positive psychology. It focuses on the mechanism of translation of character strengths into employee retention by explaining it through the lens of the resource amplification process.