Employee Well-being, Social Networks, and The Great Resignation : Exploring Paths to Retention

The phenomenon known as the great resignation has spotlighted a major challenge for organizations globally, with high rates of voluntary turnover leading to substantial costs. Recent studies indicate that turnover intention models should encompass not just personal attributes and attitudes, but also the social connections held by employees. This study focuses on how two distinct types of social networks—advice and friendship—impact employee turnover intention. In addition, to bridge psychological perspectives on employee turnover intention with sociological perspectives on structure, this study analyses the mediating effect of employee well-being in the connection between the centrality in two social networks and turnover intentions. Data from 111 employees in South Korea reveal that advice networks have a direct effect on turnover intentions. Additionally, findings indicate that employee well-being serves as a mediator between friendship networks and turnover intentions, highlighting its crucial role in this dynamic. By demonstrating the influence of social networks on turnover intentions, this research provides valuable insights into mechanisms that could potentially reduce employee turnover, thus aiding organizations in better management practices to retain their workforce. This study enriches our comprehension of social networks' influence on turnover intentions and suggests strategies for mitigating employee departure rat