Author ORCID Identifier
https://orcid.org/0009-0009-3062-2250
Abstract
This study investigates the impact of perceived organizational support (POS), employee empowerment (EE), and organizational commitment (OC) on turnover intention (TI) in the Lebanese small and medium-sized enterprises (SMEs) sector. The study also examines the mediating role of employee engagement (EEG) in this relationship. A sample of 390 employees from SMEs in Lebanon was surveyed using a structured questionnaire. The data were analyzed using structural equation modeling (SEM). The results show that POS, EE, and OC are negatively related to TI in the Lebanese SMEs sector. Moreover, EEG mediates the relationship between POS, EE, and OC and TI. Specifically, the study found that the more employees perceive support from their organization, feel empowered, and are committed to the organization, the more engaged they are, which in turn reduces their intention to leave the organization. These findings have several implications for SMEs in Lebanon. First, the study suggests that SMEs should provide employees with support, empowerment, and opportunities fo organizational commitment to reduce TI. Second, the study highlights the importance of employee engagement in mediating the relationship between these variables and TI. Thus, SMEs should focus on improving employee engagement through various means, such as fostering a positive work environment, providing growth and development opportunities, and recognizing employees' contributions.
Keywords
Perceived Organizational Support, Organizational Commitment, Empowerment, Engagement and Turnover Intention
Recommended Citation
Hilal, Istivani
(2023)
"IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT, EMPLOYEE EMPOWERMENT, AND ORGANIZATIONAL COMMITMENT ON TURNOVER INTENTION IN THE LEBANESE SMEs SECTOR: THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT,"
BAU Journal - Society, Culture and Human Behavior: Vol. 5:
Iss.
1, Article 1.
DOI: https://doi.org/10.54729/2789-8296.1147