Organizational social capital and turnover intention: The mediating role of organizational identification in Peruvian workers

The purpose of this study was to analyze the mediating role of organizational identification in the relationship between organizational social capital and turnover intention among workers in Lima, Peru. To this end, a quantitative, cross-sectional, correlational study was conducted with the participation of 328 workers, aged between 18 and 73 years (M = 37.7; SD = 10.7). Three instruments were applied: the Workplace Social Capital Scale, the Organizational Identification Scale, and the Turnover Intention Scale (TIS-5). The proposed structural model showed optimal statistical fit, supporting the validity of the proposed theoretical model. The results showed that organizational social capital is negatively associated with turnover intention, an effect significantly explained by organizational identification as a mediating variable. This indicates that when organizations promote networks of trust, cooperation, and support among employees, they develop a greater sense of belonging and identification with the organization, reducing their intention to leave both the institution and their job. These findings highlight the importance of designing social capital management strategies, such as fostering open communication between leaders and employees, encouraging collaboration between departments and areas, creating participatory workspaces, and consolidating a strong organizational culture. From a theoretical perspective, the study contributes to the literature on organizational behavior by confirming the mediating role of organizational identification, in line with psychosocial behavioral models and talent retention theories. Future research suggests conducting longitudinal analyses to establish causal relationships and assessing other mediating or moderating variables, such as employee engagement, job satisfaction, and job stress, to further our understanding of the factors that influence employee turnover intentions and their impact on organizational success.