P-317 Relationship Between Supervisor Support and Employee Turnover

Introduction In the motivational process of the Job Demands-Resources (JD-R) model, job resources are related to health and organizational outcomes through work engagement (WE). In the JD-R model, supervisor support can be considered as a job resource and employee turnover as an outcome. The purpose of this study is to examine the relationship between supervisor support and employee turnover. Methods A prospective cohort study was conducted in March 2022 and a follow-up survey was conducted in March 2023. The analysis was based on those who responded to both surveys. The explanatory variable was supervisor support at baseline, and the outcome was voluntary turnover between baseline and follow-up. Odds ratios and 95% CIs were calculated by logistic regression analysis adjusted for covariates (Model1:sex, age, marital status, child status, industry, working time system, job title, education, annual income, Model2:Model1+WE). This study was approved by the Ethics Committee of UOEH. Results A significant negative relationship was found between supervisor support at baseline and employee turnover between baseline and follow-up. Model1 was OR=0.944(95%CI;0.928-0.961, p<0.001) and Model2 was OR=0.939 (95%CI;0.922-0.957, p<0.001). Discussion Supervisor support was significantly negatively correlated with turnover. WE was significantly positively correlated with turnover, but it did not affect the effect of supervisor support to turnover. Conclusion This finding suggests that supervisor support may affect turnover through channels other than the motivational process, rather than through WE. Supervisor support may lead to turnover through channels other than the motivational process.