Abstract
•Work social support serves as a key boundary condition affecting the relationship between career adaptability and turnover intentions.•When work social support is low, employees with high career adaptability show higher turnover intention than those with low career adaptability.•When work social support is high, employees with high career adaptability show lower turnover intention than those with low career adaptability.•Proactive personality is positively associated with employees’ career adaptability.•Work social support moderates the indirect relationship between proactive personality and turnover intentions through career adaptability.
During the COVID-19 pandemic, many hospitality organizations are trying to help their employees overcome various challenges. Career adaptability has proven to be useful in helping employees handle challenges, while proactive personality is a critical factor affecting the formation of career adaptability. However, career adaptability can be a double-edged sword, and it is unclear how it may impact employees’ turnover intentions. Drawing on social exchange theory, the current study reconciles mixed findings in the literature by proposing a moderated mediation model suggesting that work social support moderates the indirect relationship between proactive personality and turnover intentions through career adaptability. Results based on data collected from 339 hotel employees in the United States indicate that proactive personality is positively associated with employees’ career adaptability. More importantly, work social support significantly moderates the relationship between career adaptability and turnover intentions. Theoretical and managerial implications are discussed.