Employee experience conditions: Construct validation and analysis of the impact on employee engagement and intention to leave the organisation

This study is the first to develop a comprehensive questionnaire on employee experience conditions. The study tested and validated a construct with five latent variables (reputation, recruitment process, physical environment, cultural environment, and relationship with former employees) based on a l...

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Published inEconomics & sociology Vol. 17; no. 2; pp. 80 - 102
Main Authors Kasparavičiūtė-Sungailė, Ugnė, Stankevičienė, Asta, Tamaševičius, Virginijus, Subačienė, Rasa
Format Journal Article
LanguageEnglish
Published Ternopil Centre of Sociological Research (NGO) 01.06.2024
Subjects
Artificial intelligence
Brand loyalty
Culture
Employee involvement
Employee turnover
Employees
Empowerment
Experience
Feedback
Flexible hours
Human resource management
Inclusion
Job satisfaction
Leadership
Literature reviews
Mediation
Recruitment
Reputations
Research methodology
Statistical analysis
Work environment
Work life balance
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Summary:This study is the first to develop a comprehensive questionnaire on employee experience conditions. The study tested and validated a construct with five latent variables (reputation, recruitment process, physical environment, cultural environment, and relationship with former employees) based on a literature review, interviews with experts in the field, and statistical analysis of data from 325 respondents. This construct was used to examine the relationship between employee experience conditions, employee commitment, and employee intention to leave the organisation. An additional survey of 215 employees was conducted to determine the mediation and moderator relationships. The study found that employee experience conditions positively predicted employee engagement and negatively predicted employee turnover intentions. Furthermore, a partial mediation relationship was identified in that employee engagement is a factor through which employee experience conditions affect employees' intention to leave the organisation. Finally, employee experience conditions act as a moderator, strengthening the negative relationship between employee engagement and turnover intentions.
ISSN:2071-789X
2306-3459
DOI:10.14254/2071-789X.2024/17-2/4