Examining the U-shaped relationship between career adaptability and turnover intention: the role of job dissatisfaction and age

The impact of career adaptability on turnover intention has been inconsistent and inadequately explained. Drawing on career construction theory, this study hypothesizes that career adaptability influences turnover intention indirectly through job dissatisfaction, exhibiting a U-shaped relationship. Specifically, moderate levels of career adaptability are hypothesized to reduce turnover intention by decreasing job dissatisfaction. Furthermore, this study proposes that age may serve as a significant moderator, impacting the relationships among career adaptability, job dissatisfaction, and turnover intention. To validate these hypotheses, a three-wave time-lagged study involving 349 employees from Chinese firms demonstrated that career adaptability exerts a curvilinear effect on job dissatisfaction, which in turn nonlinearly mediated the relationship between career adaptability and turnover intention. Additionally, age moderated these relationships. The data supported these hypotheses. This paper concludes with a discussion of the theoretical and practical implications of these findings.