Abstract

The purpose of this quantitative study was to investigate the mediating influence of work engagement on the relationship between antecedents (e.g., supervisor support, performance feedback, autonomy, and learning opportunities) and consequence (turnover intention) among nursing practitioners in Royal Commission Medical Center (RCMC), Yanbu, Saudi Arabia. The study was conducted among a sample of 320 nurses from the RCMC, and data were analyzed using Pearson correlation and simple meditation analysis with SPSS's PROCESS macro model 4, to determine the influence of job resources on turnover intention through work engagement. Results of this study indicated significant negative correlations between age and turnover intention (r = −0.139; p ≤ 0.013), salary and turnover intention, and a positive correlation between nationality and dedication r = 0.128; p ≤ 0.05). Also, the results demonstrated that three dimensions of work engagement were significantly correlated with job resources and turnover intention. A limitation of the study lies in the method of data collection method, which participants self-reported in a questionnaire. The present study indicated Human Resource Development (HRD) professionals can both enhance the level of employee engagement and reduce the level of turnover intention, by improving employees’ learning opportunities to meet their current and future job requirements. Providing learning opportunities to one group in the organization is inadequate; an implication of this study is for HRD professionals to provide learning opportunities across multiple departments to enhance the level of employee engagement and reduce the level of turnover intention.

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