The capacity of an organization to retain employees has a direct impact on its performance and operations. Consequently, an organization's desire to reduce employee turnover intention has always been a major consideration. Results from earlier research revealed inconsistent result on the connection between career adaptability and turnover intention. Therefore, this research
examined the relationship between career adaptability and turnover intention of Taiwanese full-time workers. This study also aimed to investigate whether job characteristics including skill variety, task identity, and task significance can moderate the impact of career adaptability on turnover intention. As result, convenience sampling approach was employed to reach the participants and an online self-reported survey was devised to collect the data. A total of 242 valid responses of Taiwanese full-time workers were collected and analyzed, and the analytical results revealed no significant correlation between the career adaptability and turnover intention. In addition, this study found no moderating effect of job characteristics including skill variety, task identity and task significance for the relationship between career adaptability and turnover intention.

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