Employee engagement as a mediator of job stress, role conflict, and justice in construction

Employee turnover intention has emerged as a critical concern for organisations, particularly in industries where the contribution of human capital directly influences organisational performance and long-term sustainability. The construction sector, characterised by its complex demands and high-pressure environment, provides a significant context for examining this phenomenon. This study investigates the impact of role conflict, job stress, and organisational justice on turnover intention, with emphasis on the mediating role of employee engagement. Data were obtained from 603 employees working in construction organisations across Uttar Pradesh, India, through a structured, survey-based methodology. The hypothesised relationships were analysed using structural equation modelling to ensure robust statistical validation. The findings indicate that role conflict, heightened job stress, and diminished perceptions of organisational justice are positively associated with increased turnover intention among employees. Employee engagement emerges as a key mediating variable, substantially mitigating the adverse influence of these organisational factors. Higher levels of engagement attenuate the effects of conflict, stress and injustice, thereby preserving employees’ commitment to their roles and reducing their inclination to leave. The study underscores the necessity of promoting engagement, fostering perceptions of justice, and ensuring clarity of roles to manage turnover in high-stress industries such as construction within the Indian context.