To Reveal HPWS Factors Shaping Turnover Intention Within the Uzbekistan Automotive Industry

Drawing on the JD-R theory, this research examines a paradox: HPWS elements, typically deemed as job resources, can function as job demands under certain conditions, increasing turnover intention in Uzbekistan’s automotive sector. Using fsQCA on 230 responses, four configurations were discovered, including a robust pattern indicating that when most resources exist, including compensation, the absence of communication can shape turnover intention. Findings extend the JD-R theory by revealing how HPWS can act as demands depending on resource combinations, and provide suggestions for leaders and HR managers to adjust HPWS practices in high-growth and resource-constrained environments in Uzbekistan.