Mediating Role of Job Crafting in the Relationship Between Work Characteristics and Turnover Intentions of Young Working Adults.

Abstract

This study examines the mediating role of job crafting in the relationship between work characteristics and turnover intentions among young working adults in Nigeria. Grounded in the Job Demands-Resources (JD-R) model and Person-Environment Fit theory, the research investigates how job content (skill variety, specialization) and context factors (working conditions, ergonomics, physical demands) predict turnover intentions, and whether job crafting serves as a behavioral mechanism in this relationship. A cross-sectional design was employed, with data collected from 350 young employees (aged 18-40) across nine higher education institutions in Imo State, Nigeria. Participants completed validated scales measuring turnover intentions, job design, and job crafting. Results from hierarchical regression analysis indicated that job variety significantly negatively predicted turnover intentions (β = -.29, p < .01). In contrast, job specialization positively predicted them (β = 0.14, p < .01). Mediation analysis using PROCESS macro revealed that job crafting partially mediated both relationships, with significant indirect effects. These findings offer actionable insights for HR professionals and organizational psychologists aiming to develop effective retention strategies by fostering job crafting and tailored job designs in Nigerian workplaces.