Is career adaptability a double-edged sword? Impact of social support & adaptability on turnover

The COVID-19 pandemic has negatively impacted the tourism and hospitality industry with temporary business closures due to domestic and international travel being suspended. The increase in layoffs and furloughs implemented create challenges in staff recruitment and employee retention.
This paper examines the impacts of proactive personality on career adaptability and work social support on the relationship between career adaptability and turnover intentions.
Career adaptability can help employees see possibilities in challenging times (COVID-19), however, can result in higher turnover as workers are proactive and less dependent on employers. This adaptability involves four resources including concern (future planning), control (personal responsibility), curiosity (exploring roles), confidence (self-belief).
Social exchange theory explores individuals’ roles and social expectations when discussing career transitions. A quantitative survey tested the proposed ‘moderated mediation model’, which found career adaptability is crucial in today’s world, however, strong work social support (communication and connections) can combat intensions to leave.