In today’s work environment, turnover intention is a significant issue for every organization worldwide due to the increase in management costs in both direct and indirect effects. In these circumstances, the individual capability to adapt their jobs is becoming particularly crucial, resulting in new job design approaches, namely job crafting. In this vein, employees are dramatically concerned with self-fulfillment rather than organizations. This is a new deal to shape their careers into more meaningful, engaging, and challenging as well as to match a job characteristic with an employee's personal beliefs and interests.
The current research aims to investigate and shed light on the relationship between protean career attitude and turnover intention through the mediating role of job crafting as well as career motivation as its moderator. We investigate among a sample of 406 full-time employees who are working in Thailand. To analyze the data, “confirmatory factor analyses (CFA), structural equation modeling (SEM), and PROCESS Macro” were used.
The findings indicate that protean career attitude is positively related to job crafting, while job crafting is negatively associated with turnover intention. As expected, the results confirm that job crafting fully mediates the relationship between protean career attitude and turnover intention. Interestingly, the effect of protean career attitude on job crafting is moderated by intrinsic motivation, meaning that the positive relationship between protean career attitude and job crafting is more robust when employees have high intrinsic motivation. In contrast, the findings suggest that job crafting has a strengthened negative relationship with turnover intention when individuals perceive a high level of extrinsic motivation. Research contributions and related recommendations for practical implications of our findings are discussed.

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