A Study on the Impact of the Psychosocial Work Environment on Employee Turnover Intentions in Construction Companies: Based on a Moderated Mediation Model

Abstract

One of the key factors for the sustainable development of an enterprise is to attract and retain employees. How to enable employees to gain a sense of belonging and identity within the enterprise, and how to effectively prevent abnormal employee turnover, etc., have increasingly attracted the attention of scholars and business managers. This paper takes 603 on-the-job employees of an A construction enterprise as the subjects, examines the relationship among the psychological social work environment, turnover intention, and psychological resilience of the employees, and constructs the relationship path. After collecting the data, SPSS 25.0 was used for descriptive statistics, one-way ANOVA, correlation analysis, and regression analysis. The results show that the overall average score of the psychological social work environment is 3.07, the overall average score of psychological resilience is 3.34, and the average score of turnover intention is 2.89; among them, the psychological social work environment has a significant negative predictive effect on turnover intention (β=-0.31, p<0.001); the interaction term between the psychological social work environment and psychological resilience has a significant predictive effect on turnover intention (β=-0.58, p<0.05); thus, it can be concluded that the psychological social work environment of the employees is at a medium level, and the turnover intention is low; the higher the psychological social work environment of the employees, the lower the turnover intention; the higher the psychological resilience of the employees, psychological resilience plays a moderating role between the psychological social work environment and turnover intention.