Job Autonomy or Workplace Learning? Exploring Mediators between Organizational Culture and Turnover Intentions in SMEs: A Focus on Generational Differences

This study examines whether job autonomy and workplace learning, highly valued by the young generation, mediate the effect of organizational culture on turnover intentions. A structural equation model was employed using 5,624 employees’ responses. The results showed that adhocracy, clan, and market cultures negatively affected turnover intentions through the mediation of job autonomy. When examining generational differences, a relatively strong mediating effect of job autonomy from market culture was found on turnover intentions among the previous generation. However, strong positive mediating effects of job autonomy from adhocracy and clan culture were found on workplace learning among the younger generation.