Worker well-being and quit intentions: Is measuring job satisfaction enough?

Arbeitspapier

While the links between worker well-being and quit intentions have been well researched, most studies to date rely on a very narrow conceptualisation of well-being, namely job satisfaction, thus ignoring the documented multidimensionality of subjective well-being. This paper explores whether this approach is justified. Using novel survey data, I compare the extent to which hedonic (job satisfaction; positive and negative affect) and eudemonic (disengagement; satisfaction of basic psychological needs at work) well-being indicators individually and jointly explain variation in the quit intentions of 994 full-time UK workers. Well-being indicators perform well overall, explaining four to nine times more variation in quit intentions than wages and hours combined, with the disengagement measure performing best. I find systematic differences in the hedonic and eudemonic well-being profiles of workers who report positive quit intentions and those who do not. A composite model containing all seven indicators offers the best fit, explaining 29.4% of variation in quit intentions versus 24.0% for job satisfaction on its own. My findings suggest that the standard single-item job satisfaction indicator is probably good enough for organisations who are looking for a quick and easy way to identify workers who may be most at risk of forming positive quit intentions. For organisations seeking to develop effective preventative quit strategies however, supplementing single-item job satisfaction with multifaceted well-being indicators is likely to yield valuable additional insights into workers' experiences which can inform the design of targeted interventions.

Object Details

• Language: Englisch

References and Relationships

• Bibliographic citation: Series: UCD Centre for Economic Research Working Paper Series ; No. WP22/15

Classification and Topics

• Classification: Wirtschaft ; General Welfare; Well-Being ; Safety; Job Satisfaction; Related Public Policy ; Time Allocation and Labor Supply ; Retirement; Retirement Policies
• Subject: voluntary turnover ; quit intentions ; employee retention ; worker well-being ; experienced utility ; decision utility ; job satisfaction ; engagement ; affect

Contributors, Places and Time

• Event: Geistige Schöpfung
• (who): Pelly, Diane
• Event: Veröffentlichung
• (who): University College Dublin, UCD School of Economics
• (where): Dublin
• (when): 2022

Further information

• Handle: http://hdl.handle.net/10419/265873
• Last update: 10.03.2025, 11:41 AM CET