Youngbum Kwon1, Mary L Marzec. 1. Health Management Research Center (Dr Marzec), and Sport Management (Dr Kwon), School of Kinesiology, University of Michigan, Ann Arbor.
Abstract
OBJECTIVES: This study examines the relationships between the workplace culture of health (CoH), job satisfaction, and turnover intention. We also examined the moderating effect of job classification. METHODS: Structural equation modeling analysis was performed on data from employees of a Korean life insurance company (N = 880). RESULTS: Workplace CoH directly influenced job satisfaction (β = 0.32; P < 0.001) and was indirectly associated with intention to leave. Job satisfaction was directly associated with intention to leave (β = -0.42; P < 0.001). The relationship between job satisfaction and intention to leave was stronger for managerial employees than for non-managerial employees. CONCLUSIONS: This study showed that a workplace CoH is related to job satisfaction and intention to leave. Supporting health at the workplace has implications beyond health that benefit both employees and the organization.
OBJECTIVES: This study examines the relationships between the workplace culture of health (CoH), job satisfaction, and turnover intention. We also examined the moderating effect of job classification. METHODS: Structural equation modeling analysis was performed on data from employees of a Korean life insurance company (N = 880). RESULTS: Workplace CoH directly influenced job satisfaction (β = 0.32; P < 0.001) and was indirectly associated with intention to leave. Job satisfaction was directly associated with intention to leave (β = -0.42; P < 0.001). The relationship between job satisfaction and intention to leave was stronger for managerial employees than for non-managerial employees. CONCLUSIONS: This study showed that a workplace CoH is related to job satisfaction and intention to leave. Supporting health at the workplace has implications beyond health that benefit both employees and the organization.