Mediation effect of proactive behaviour between work engagement & turnover intention

In an organization, the work engagement practices differ from individual to individual due to the psychological
nature of the employee and bought up nature of their organization. This article looks at how the engagement
practices differs from individuals being predicted by their proactive behavior within the organization and has
been changed over time which ultimately leads to turnover intention (to leave), as analyzed by three months
of survey data and interviews with a subset of IT employee. The main purpose of the study is to determine
the mediating effects of proactive behavior among work engaged workforce who are all working under a same
organizational climate with held up of different roles and responsibilities. Descriptive research design was
adopted in this study. Convenience method from non probability sampling technique used to choose samples.
Totally 263 IT employees respondents participated by questionnaire in this study. Using SEM model. Findings
of this study are only related to the IT employees from Chennai, study period, and maybe it is not generalized
to other Districts and Countries.