“Attrition” versus “intention to stay”: are psychological empowerment and psychological well-being viable retention strategies in the “Great Resignation” context?

Abstract

Purpose

This paper aims to understand whether the relationship between psychological empowerment, psychological well-being and higher person–job fit based on the self-determination theory could have mitigated the Great Resignation crisis.

Design/methodology/approach

A cross-sectional study was conducted by collecting data from 351 respondents working in Indian organizations (Nifty, 2020) using a standardized questionnaire by using the multifaceted psychological construct within the work context.

Findings

This study highlights that a moderated mediation relationship between psychological empowerment (specifically “impact” or “choice”) and psychological well-being (specifically “environmental mastery”) is impacted by the person–job “demand-abilities” fit and enhances the intention to stay in the current “great resignation” context.

Practical implications

The authors map the theoretical and empirical research of the “intention to stay” by developing the “demand-abilities” fit, which leads to higher levels of psychological empowerment and psychological well-being to build adaptability through effective learning practices.

Originality/value

The authors establish the underlying linkages and future research agenda to strengthen the “intention to stay” during the extraordinarily stressful context of the covid-19 pandemic.

Citation

Patrick, W.S., Thakur, M. and Jha, J.K. (2024), "“Attrition” versus “intention to stay”: are psychological empowerment and psychological well-being viable retention strategies in the “Great Resignation” context?", International Journal of Organizational Analysis, Vol. 32 No. 5, pp. 800-819. https://doi.org/10.1108/IJOA-03-2023-3664