Using expectancy theory, this study investigated (1) the mediating roles of job satisfaction and organizational commitment in the relationship between group-incentive participation and turnover intention and (2) the moderating role of human capital level in these relationships. Although a few studies have found group-incentive participation to be closely related to individual employees’ attitudes, the field knows little about the mechanisms that drive this relationship and the role of human capital level in these relationships. The findings of this study provide evidence that job satisfaction and organizational commitment mediated the relationship between group-incentive participation and turnover intention. Cross-level analyses showed that these relationships were stronger in companies with more human capital than in companies with less human capital. The findings provide insight into how group incentives affect employees’ attitudes and suggest that organizations with more human capital would benefit more from introducing group incentives actively.
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