Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration

In this continuously market expansion and opportunities, organizations are struggling
to keep theirs resources(workers)with them due to their constant search for better
working conditions. Due to employee’s turnover, organizations don’t only bear the
loss of a skilled resource but also deal with the disruption, loss of the social network
and changes in the relation between them and their clients and others workers,
especially those who were associated with the employee tend to follow him said Abate
et al., (2018). This study purpose is to explain the mediating role of employee’s work
engagement on their intention to quit the firm and how that impacts the relationship
between the security of employment, corporate justice and the desire to leave the
organization. My independent variables for this study are job embeddedness, job
security, organizational justice (the procedural justice); the dependent variable is
turnover intention and the mediating variable is work engagement.
The study is based on the deductive approach using data gathering instrument such are
cluster sampling using online questionnaires such as Microsoft forms. In this
questionnaire, Likert scale will be used to answer questions. Some demographic traits
will be gathered and questions will be settled for each of the variable. After collection
of the data, the alternative hypothesis will be analyzed and tested via the IBM SPSS
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statistics programs, to explain the relationship between the variables and how work
engagement acts as a mediator. It has been found that although all the variables except
organizational justice negatively impact turnover intention however some are
significants and one is not which is Job security.