Showing papers on "Job embeddedness published in 2012"

Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion.

Abstract: We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably, involuntary quits) and multiple types of staying. Guided by the premise that "everyone eventually leaves; no one stays with an organization forever," we also suggest considering where leavers end up-or post-exit destinations, such as another job, full-time parenting, or educational pursuits. We propose "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion. These motivational states precede turnover and are derived from 2 overarching dimensions: desired employment status (whether employees want to stay or leave) and perceived volitional control (whether quit or stay decisions are completely up to them or at least partially under external regulation). Crossing these dimensions yields 4 prime states: enthusiastic leavers and stayers and reluctant leavers and stayers. We further subdivide these mind-sets into subtypes by differentiating employer from other forms of external control (e.g., family). Focusing on more common subtypes, we explain how they arise from particular motivational forces and profile how they differ by attitudes, behaviors, and turnover speed and destinations. We further discuss ways to measure this expanded criterion and proximal states (and subtypes) and investigate the latter's profiled differences. Finally, we discuss scientific and practical implications and future research directions.

When and how is job embeddedness predictive of turnover? a meta-analytic investigation.

Abstract: The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives. In addition, the negative relationships between on-the-job embeddedness (off-the-job embeddedness) and turnover criteria were stronger in female-dominated samples and public organizations (collectivistic countries). Finally, turnover intentions, job search behavior, and job performance fully (partially) mediated the effect of on-the-job embeddedness (off-the-job embeddedness) on actual turnover. The research and practical implications of our findings are noted, in light of study limitations and future research needs.

The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

Abstract: sun t., zhao x.w., yang l.b. & fan l.h. (2012) The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach. Journal of Advanced Nursing68(1), 69–79. Abstract Aims. The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Background. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Methods. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in November 2009. The response rate was 73·3%. Structural equation modelling was employed to test the proposed relationships. Findings. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. Conclusions. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses.

Does Job Embeddedness Mediate the Effect of Work Engagement on Job Outcomes? A Study of Hotel Employees in Cameroon

Abstract: We develop and test a research model that investigates the mediating role of job embeddedness in the relationship between work engagement and two organizationally valued job outcomes. Data for this empirical investigation were obtained from full-time frontline hotel employees with a time lag of one month and their immediate supervisors in Cameroon. The hypothesized relationships were tested using hierarchical multiple regression analysis. The results reveal that all hypotheses receive support from the data. Specifically, the results indicate that job embeddedness partially mediates the impact of work engagement on turnover intentions and job performance. Implications of the results are discussed and future research directions are offered.

The Effects of Coworker and Perceived Organizational Support on Hotel Employee Outcomes: The Moderating Role of Job Embeddedness

Abstract: The purpose of this study is to develop and test a research model that examines job embeddedness as a moderator of the effects of coworker and perceived organizational support on turnover intentions and service recovery performance. The model also tests the impacts of coworker and perceived organizational support on the aforementioned job outcomes. Data were gathered from a sample of full-time frontline hotel employees with a 1-month time lag and their immediate supervisors in Cameroon. The results of hierarchical multiple regression analysis reveal that job embeddedness moderates the relationship between coworker support and turnover intentions. The results also show that job embeddedness acts as a moderator of the effects of perceived organizational support on turnover intentions and service recovery performance. Consistent with the study predictions, coworker support alleviates turnover intentions, whereas perceived organizational support increases service recovery performance. Implications of the empi...

The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses

Abstract: Aims and objectives. To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. Background. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment – three of the most important factors in employer–employee relations – and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Methods. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Findings. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. Conclusions. The effect of quality of work life is positive on job embeddedness and affection commitment and negative on turnover intention. Relevance to clinical practice. Nurse managers should pay great attention to the nurses' perception of quality of work life, and make great efforts in developing strategies and projects that can strengthen the nurses' embeddedness or connection with the job.

The effect of management commitment to service quality on job embeddedness and performance outcomes

Abstract: The purpose of this study is to develop and test a conceptual model that examines job embeddedness as a partial mediator of the impact of management commitment to service quality on service recovery performance and extra-role customer service. Training, empowerment, and rewards are regarded as the three important indicators of management commitment to service quality. Data were obtained from a sample of fulltime frontline hotel employees with a time lag of one week in Romania. The results reveal that training, empowerment, and rewards are positively related to job embeddedness. As hypothesized, empowerment, rewards, and job embeddedness enhance service recovery performance, while training and empowerment increase extra-role customer service. The results further demonstrate that job embeddedness acts as a partial mediator of the effects of empowerment and rewards on service recovery performance. Implications of the results are discussed and future research directions are offered.

How Do Employees Invest Abundant Resources? The Mediating Role of Work Effort in the Job-Embeddedness/Job-Performance Relationship

Abstract: The present study extends conservation of resources (COR) theory by examining how employees invest abundant resources. Building on the notion of resource caravans, we conceptualized job embeddedness as a state of resource abundance that employees invest into work effort, which mediates the job-embeddedness/job-performance relationship. Using mediated usefulness analyses on data obtained from a sample of 1,989 employees working across 6 locations within a hospital system, we found work effort fully mediated the organizational job-embeddedness/job-performance relationship, while also finding that community job embeddedness directly predicted job performance. We interpret these results as evidence that employees are differentially motivated to invest resources into effort and performance. Implications for COR theory and management practice are discussed.

Off-the-job Embeddedness: A Reconceptualization and Agenda for Future Research

Abstract: We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the totality of outside-work forces which keep an individual bound to his/her current geographical area and argue that this construct includes important factors which do not fall under the umbrella of “community embeddedness.” Moreover, we propose that these outside-work forces may embed individuals in their jobs either directly or indirectly (through the perceived or expressed preferences of spouses, children, and extended family). This paper identifies the key components of OJTE, addresses the measurement of OTJE, explains the relationships between job embeddedness and OTJE (and their respective components), highlights how OTJE can either amplify or counteract the effects of job embeddedness, and illustrates the direct and indirect effects of OTJE on both work-related and personal outcomes.

Job Embeddedness: A new attitudinal measure

Abstract: Job embeddedness is a relatively new concept that offers the potential to improve our ability to explain why people stay in their jobs. This article outlines the development and testing of new measures of on‐ and off‐the‐job embeddedness. Analyses of survey data show the measures demonstrate adequate psychometric properties across samples (three military and one nonmilitary organization) and across different organizational levels, genders, and tenure, as well as discriminant validity over other turnover‐relevant constructs and appropriate convergent validity with a number of further constructs identified in the literature.

Examining the impacts of community and organization embeddedness on self-initiated expatriates: the moderating role of expatriate-dominated private sector

Abstract: With a newly developed dimension of the job embeddedness construct and the aim to better understand turnover, this study investigates the relationships of job embeddedness with shocks and turnover intention for an important emerging group in the worldwide workforce – self-initiated expatriates (SEs). We consider three embedding factors: individuals' community embeddedness towards their home country (home country community embeddedness – HomeCCE – newly developed), embeddedness towards the organization in which they are employed in the host country (host country organization embeddedness – HostCOE) and embeddedness towards the host country community (host country community embeddedness – HostCCE). Structural equation modelling is applied to a sample of SEs from 10 three-star to five-star hotels in the Macau SAR of China. This research shows that HostCOE plays a mediating role between a SEs' HomeCCE and turnover intention and willingness to accept unsolicited job offers; and these mediated relationships are...

On-the-job embeddedness as a mediator between conscientiousness and school teachers' contextual performance

Abstract: The recently introduced concept of job embeddedness has been shown to predict various organizational outcomes. In prediction models, its usual role is that of an antecedent explaining variance beyond commonly used attitudinal measures. Using social information processing theory as a framework, the present study examines on-the-job embeddedness (ONJE) as a potential mediator in predicting performance within an educational framework. Analysis of a multisource evaluation scheme applied to 115 school teachers supported the expectation that conscientiousness and ONJE are predictors of task and contextual performance. Moreover, ONJE was found to serve as a mediator by providing a partial explanation for the link between conscientiousness and contextual performance. Future research with other attitudinal and personality measures is suggested to broaden the role that ONJE plays in predicting performance.

Job Embeddedness and Turnover Intentions: An Empirical Investigation of Construction IT Industries

Abstract: Organizations that can successfully retain their human resources have an advantage over organizations that cannot. Regardless of individual industry, the turnover of employees makes it difficult to secure a work force and costs companies enormous expenses to recruit, hire and train new personnel. Research targeting various industries does not show consistent results because of the different characteristics of the industries and their work forces. In this study, the effects of job embeddedness and work satisfaction on turnover intentions are investigated targeting small and medium construction IT workers. To this end a field survey was performed and 177 survey questionnaires were collected. Research results show that three hypotheses are supported: the more sacrifice, the higher career satisfaction, and the higher job satisfaction the employees have, the less turnover intention they have. However, the other two hypotheses are rejected: the higher fit and the higher links the employees have, the less turnover intention they have. Academic and practical implications are discussed.

Staying Put: Off-the-Job Embeddedness as a Moderator of the Relationship Between On-the-job Embeddedness and Turnover Intentions

Abstract: This study examined the relationship between two forms of embeddedness and turnover intentions using a sample of 1,189 employees of a government agency and an additional sample of 346 nurses at a h...

Mediation Effect of Organizational Citizenship Behavior between Job Embeddedness and Turnover Intention in Hospital Nurses

Abstract: Purpose: The purpose of the study was to identify the mediating effect of organizational citizenship behavior between job embeddedness and turnover intention in hospital nurses. Methods: Data were collected from 241 nurses in 3 tertiary hospitals and 2 secondary hospitals in Daegu and analyzed using descriptive statistics, Pearson correlations and structural equation model (SEM) with the PASW 18.0 and AMOS 18.0 program. Results: There were negative relationships between job embeddedness and turnover intention (r=-.53, p, p

Perceived obsolescence, organizational embeddedness, and turnover of it workers: an empirical study

Abstract: Technical skill currency is especially important to IT professionals, yet past research has not integrated perceived obsolescence into the nomological net with organizational embeddedness when investigating IT workers' turnover intentions. Responding to a call for additional research on IT worker turnover we utilize a sample of 1,777 IT workers in a very large and complex IT organization and find that organizational embeddedness explains significant incremental variance beyond the traditional turnover model. The findings presented here show that organizational embeddedness is an essential mediator between perceived skill obsolescence and IT voluntary turnover. Our data also show that the effect of perceived obsolescence on embeddedness is moderated by age. This work provides organizations with insights on why employees choose to stay in an organization, or leave it. We find that both fit and sacrifice dimensions of embeddedness mediate the relationship between perceived skill obsolescence and turnover intention, but that only the sacrifice dimension is a full mediator. These findings suggest that turnover intention is a multivariate issue and that future IT turnover research needs to include other variables such as perceived obsolescence and age. Furthermore there is a need for future research on the role of the specific dimensions of embeddedness. We suggest strategies to reduce voluntary turnover based on the predictive variables in the research model.

Teacher Gender as a Moderator of the On-the-Job Embeddedness–OCB Relationship1

Abstract: Organizational citizenship behavior (OCB), a popular outcome measure in traditional work settings, was examined in a school context. On-the-job embeddedness (ONJE)—a component of a recently introduced antecedent of different organizational outcomes—and gender were included in a moderated regression analysis for predicting teacher OCB. ONJE and OCB scales were adapted for the present study and were administered to junior and senior high school teachers in Israel. The findings supported our hypotheses that ONJE predicts OCB and gender moderates this relationship such that high ONJE women scored higher on OCB than did low ONJE women. Men did not show any difference by ONJE level. The need for further research regarding other gendered occupations is discussed.

Job embeddedness theory: Can it help explain employee retention?

Abstract: The study reported here examined Job Embeddedness theory, as introduced by Mitchell, Holtom, Lee, Sablynski, and Erez (2001), which offers a method of discovering why people stay in an organization. Extension agents in two states (N=454) reported significantly different levels of job embeddedness during the study period. Regression analyses showed that job embeddedness was significantly correlated with and predicted unique variance in intent to stay.

The Retention of Workers Nearing Retirement: A Job Embeddedness Approach

Abstract: In light of projected labor shortages in key industries and underfunded retirement plans, this study investigated the reasons some older employees choose to continue working past their retirement-eligibility dates. Using a sample of 15 workers ages 52 to 67 and a qualitative interview methodology, the authors determined that retention of employer-provided health care benefits may be a critical factor in encouraging older workers to remain on the job. Further, workers in this sample highly valued the opportunity for positive social interaction on their jobs and indicated that more flexible work schedules would be one change the employer could make that would have the most immediate impact on their decision to retire. They also said that more money, more recognition/appreciation, more autonomy, and more opportunities to develop skills and knowledge would potentially keep them on the job longer. The authors conclude with a discussion of implications for practice and research.

Job Embeddedness: A Construct of Organizational and Community Attachment Utilized to Assess Voluntary Turnover

Abstract: : The purpose of this research was to further refine and evaluate the extent to which job embeddedness influences voluntary turnover. Specifically, this thesis sought to determine the effectiveness of job embeddedness in explaining additional incremental variance in intent to leave, above what is usually accounted for with traditional attitudinal variables. Additionally, the individual effects of tenure, education level, organizational rank, and pay were evaluated to determine if they moderated the effects of job embeddedness on a person's level of intent to leave.

Feeling Marginalized: Turnover of Public-Sector It Professionals

Abstract: Current market conditions are decreasing the desirability of IT jobs in the public-sector of the United States. Many IT workers in state and local government are facing layoffs, furloughs, loss of benefits and increased payroll deductions. The present circumstances challenge previous notions of support for those working in the public arena. This diminishes the primary incentives associated with public work. Is it also encouraging the best IT professionals to leave? In this empirical study, it is proposed that job satisfaction, perceived organizational support, affective commitment, perceived supervisor support, and organizational rewards will be inversely related to turnover intention when job embeddedness is low. These assertions were tested following a survey of 348 IT workers from 18 public-sector organizations. The results confirmed the hypotheses. Collectively, the predictors accounted for 57.8% of the variance in turnover intention in the research model. This research discusses the implications of these findings, and reviews limitations and future research directions.

Is work experience helpful to the success of venture creation

Abstract: Purpose – A lot of researches suggest that work experience plays an important role in the process of venture gestation. However, previous studies cannot explain “why there is a huge difference in the entrepreneurial success rate of those persons who have work experience”. Drawing insights from the model of “job embeddedness” in human resources management research field, the purpose of this paper is to examine the impact of on‐the‐job embeddedness on the centrality of entrepreneurial activities and the duration of venture creation activities.Design/methodology/approach – Multiple regression is applied to test the hypotheses, using the dataset from the American “Panel Study of Entrepreneurial Dynamics” (PSED I).Findings – The results suggest entrepreneur's previous work experience may result in scattered venture creation activities and the duration of entrepreneurial activity extended. It means the higher degree of on‐the‐job embedded the founder has, he or she feels more compatible with current job and mor...

Shrinking Employees Turnover Intention by applying Tools of Job Embeddedness (Used as a Mediator)

Abstract: The current research study examined the association among the HRM practices through job embeddedness (as a mediator) and employee turnover intentions. In this study, the researchers used new construct i.e. job embeddedness to explore its mediating impact on the relationship between employee turnover intentions and HRM practices such as training, compensation, career planning, performance appraisal and supervisor support. Job embeddedness was studied in terms of fit, links, and sacrifice organization. Job embeddedness plays a crucial role to reduce turnover. If organization applies these HRM practices in true letter and spirit, then their employees will be more satisfied, committed, and loyal to that organization. If employees are more embedded to the organization in a positive manner, so that employees are more committed, satisfied and impacts their performance.

Effects of Self-efficacy on Job Embeddedness, Innovation Behaviors, and Organizational Citizenship Behavior - the Moderating Effect Worked Mainly in the Form-

Abstract: Under fastly moving businese circumstance, it is very important to retain par excellence human resource and innovation. The purpose of this study is to find out casual relationship among self-efficacy, job embeddedness, innovative behavior, and organizational citizenship behavior, which is dependent variable. With the help of information technology. To verify hypotheses such statistical analyses as factor analysis, reliability test, and path analysis by AMOS 18.0. The population of this study is employees of super deluxe hotels in korea and they are divided into two categories such as front-of-the-house and back-of-the-house respectively with same numbers. In case of mutual relationship between self-efficacy and innovative behavior, self-control and task difficultness factors significantly influence innovative behavior in case of front-of-the house employees and vice-versa in those of back-of-the-house. In case of interactive relationship between self-efficacy and organizational citizenship behavior, slightly different results are revealed between front-and back-of-the-house employees, employees, i.e. all factors are significantly related in former but not in latter.

Extending job embeddedness theory to the family domain: development of a construct and measure for family embeddedness and integration through a work-family balance perspective

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Enhancing Employee Outcomes in Crime Labs: Test of a Model

Abstract: This study developed and tested a model identifying determinants of employee turnover intentions and desirable performance behaviors, including helping others and engaging in knowledge sharing. Data collected from 798 employees at 10 FORESIGHT laboratories suggest that job satisfaction and embeddedness are the primary antecedents of turnover intentions and knowledge sharing, and that embeddedness is a stronger predictor variable of both outcomes. The employees’ understanding of the lab's strategic vision is the primary predictor of embeddedness, and job autonomy is the primary predictor of job satisfaction.