The Moderating Role of Psychological Capital on the Impact of Areas of Worklife on Employee Well-being and Turnover Intentions: A Field Study

Background Areas of work-life (AoWL) — comprising workload, control, rewards, community, fairness and values — represent key organisational dimensions that shape employee attitudes and behaviours. Despite growing interest in employee wellbeing and retention, the boundary conditions under which AoWL dimensions influence these outcomes remain underexplored. This study examines the effects of AoWL on employee wellbeing and turnover intention, and investigates the moderating role of psychological capital (PsyCap) in these relationships. Methods A cross-sectional survey design was employed with a sample of 369 white-collar employees from Türkiye. Hierarchical regression analysis was used to test the direct effects of AoWL dimensions on employee wellbeing and turnover intention, as well as the moderating role of PsyCap. Demographic variables including number of children and organisational tenure were controlled in the analyses. Results Among the six AoWL dimensions, only rewards and values significantly and positively predicted employee wellbeing. PsyCap demonstrated a significant positive main effect on employee wellbeing; however, its moderating effect on the AoWL–wellbeing relationship was non-significant. Perceived fit on rewards and values negatively predicted turnover intention, while neither the main nor moderating effects of PsyCap on turnover intention reached significance. Number of children and tenure were negatively associated with turnover intention. Conclusions Rewards and values emerge as the most critical AoWL dimensions for fostering employee wellbeing and reducing turnover intention among white-collar employees. PsyCap functions as an independent personal resource rather than a buffer in this context. These findings offer practical guidance for human resource management practitioners seeking to design organizational environments that enhance wellbeing and reduce voluntary turnover.