Human capital investment and intentions to leave the organization: The moderating role of employee engagement

Abstract

This study aims to analyze the role of Human Capital Investment in employees’ intention to leave the organization and the moderating role of Employee Engagement on the relationship between desirable movement and employees’ intention to leave at businesses in the Mekong Delta region. PLS-SEM regression results for data of 509 employees at businesses in the Mekong Delta region show that Human Capital Investment has a positive impact on Human Capital; Human Capital has a positive impact on Desirable movement and Ease of movement, Desirable movement and Ease of movement promote employees intention to leave the organization. This study provides evidence of the moderating role of Employee Engagement between the relationship Desirable of movement and their intention to leave the organization. The author also proposes some management implications to limit the situation of employees intending to leave the organization at businesses in the Mekong Delta region.