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Abstract This two-wave (16-month lag) Belgian panel study is one of the first to test theory-driven hypotheses on the relations between job resources, work engagement, and actual turnover across time. The study focuses on three groups: stayers, workers who have obtained promotions (“promotion makers”), and external job movers. In line with the Job Demands-Resources model, we hypothesized normal cross-lagged effects of job resources on work engagement for stayers. Based on broaden-and-build theory, a reversed causal effect of work engagement on job resources was predicted for the job changers. Additionally, we examined whether the changes in the job change groups matched the refuge hypothesis (that less engaged workers change to jobs providing more resources) or the positive gain hypothesis (that engaged workers get promoted to jobs having even more resources). The results partially supported our hypotheses. We found that low work engagement, low job autonomy, and low departmental resources predicted actual transfer to another company. Furthermore, for stayers we found positive effects of job autonomy on work engagement, but also reversed causal effects. For external movers and promotion makers the expected reversed causal effects of work engagement were found. The across time mean changes support the positive gain hypothesis for promotion makers, and the refuge hypothesis for external movers.
Lange et al. (Tue,) studied this question.