Cross-sectional study shows organizational social capital reduces turnover intention in Peruvian workers, highlighting the mediating role of organizational identification.
Key Points
To examine the mediating role of organizational identification in the relationship between organizational social capital and turnover intention among workers in Lima, Peru.
Conducted a quantitative, cross-sectional, correlational study in Lima, Peru among 328 workers aged 18 to 73 years (mean age 37.7 ± 10.7).
Administered the Workplace Social Capital Scale, the Organizational Identification Scale, and the 5-item Turnover Intention Scale (TIS-5).
Evaluated the hypothesized mediation pathways using structural model statistical fit analysis.
The structural equation model demonstrated optimal statistical fit, supporting the validity of the hypothesized theoretical framework.
Organizational social capital was negatively associated with employee turnover intention.
Organizational identification acted as a significant mediating variable, explaining the link between cooperative, high-trust environments and reduced intent to leave.