Showing papers on "Job embeddedness published in 2013"
TL;DR: In this article, the authors propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover in new hire recruitment and retention, and they find that new hire perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and become embedded within the organization.
Abstract: Summary
Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Copyright © 2012 John Wiley & Sons, Ltd.
310 citations
TL;DR: Results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals.
Abstract: Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size heterogeneity for both antecedents and consequences of turnover. Relationships generally did not vary according to turnover type (e.g., total or voluntary), although the relative absence of collective-level involuntary turnover studies is noted and remains an important avenue for future research.
259 citations
TL;DR: In this paper, the authors proposed and tested a research model that investigates emotional exhaustion as a mediator of the effects of work overload, work family conflict, and family work conflict on job embeddedness and job performance.
Abstract: Purpose – The present study seeks to propose and test a research model that investigates emotional exhaustion as a mediator of the effects of work overload, work‐family conflict, and family‐work conflict on job embeddedness and job performance.Design/methodology/approach – The study evaluated the aforementioned relationships using LISREL 8.30 through structural equation modeling (SEM) based on data collected from 110 full‐time frontline hotel employees and their managers in Romania.Findings – The results of SEM suggest that emotional exhaustion functions as a full mediator of the effects of work overload, work‐family conflict, and family‐work conflict on job embeddedness and job performance. Specifically, employees who have heavy workloads and are unable to establish a balance between work (family) and family (work) roles are emotionally exhausted. Such employees in turn are less embedded in their jobs and display poor performance in the service delivery process.Research limitations/implications – In futu...
218 citations
TL;DR: In this article, the authors proposed and tested a research model that examines whether job embeddedness mediates the effects of high-performance work practices and work social support on turnover intentions.
Abstract: Purpose – The purpose of this paper is to propose and test a research model that examines whether job embeddedness mediates the effects of high‐performance work practices and work social support on turnover intentions.Design/methodology/approach – Based on data gathered from 174 full‐time frontline employees in the four‐ and five‐star hotels, with a time lag of two weeks in Iran, the relationships were tested using LISREL 8.30 through structural equation modeling.Findings – Results suggest that job embeddedness fully mediates the effects of high‐performance work practices and work social support on turnover intentions. Specifically, frontline employees with high‐performance work practices and work social support are more embedded in their jobs, and therefore, are unlikely to display intentions to leave the organization.Research limitations/implications – Testing hope as a moderator of the effects of high‐performance work practices and work social support on job embeddedness in future studies would add to ...
168 citations
TL;DR: In this paper, the mediating effects of the organisational job embeddedness dimensions (links, fit and sacrifice) in the relationship between HR practices and employee turnover intentions were investigated using data from 308 professional staff in China.
Abstract: This study explores the process by which human resource (HR) practices embed employees in organisations and reduce turnover intentions. In particular, we investigate the mediating effects of the organisational job embeddedness dimensions (links, fit and sacrifice) in the relationship between HR practices and employee turnover intentions. Hypotheses are tested using data from 308 professional staff in China. As predicted, performance appraisal and organisational rewards increased fit and decreased turnover intentions. Employee development activities increased employees' perceptions of sacrifice but greater awareness of sacrifice was associated with greater turnover intentions. The results suggest that organisations hoping to use HR practices to deter turnover may experience the greatest success by using performance management and reward systems to increase perceptions of organisational fit.
99 citations
TL;DR: In this article, the authors examined the relationship of career commitment to turnover intention, internal networking, job embeddedness, and turnover, and whether proactive personality moderates these relationships, finding that career commitment was positively related to time 1 turnover intention with this relationship being stronger at high levels of proactivity.
Abstract: Purpose – The aim of this paper is to examine the relationships of career commitment to turnover intention, internal networking, job embeddedness, and turnover, and whether proactive personality moderates these relationships. Design/methodology/approach – Data were collected at two points in time, spaced by a six-month interval, from a sample of employees working in diverse organizations (n=312 at Time 1 and n=186 at Time 2). Hypotheses were tested using moderated multiple (linear and logistic) regression analyses. Findings – Career commitment was positively related to Time 1 turnover intention, with this relationship being stronger at high levels of proactivity. Proactive personality also interacted with career commitment in predicting Time 2 internal networking and job embeddedness, such that these relationships were significantly positive only at low levels of proactivity. Finally, career commitment was positively related to Time 2 turnover, but this relationship was not moderated by proactive personal...
55 citations
TL;DR: In this paper, the authors examined the relationship among perceptions of job insecurity, job embeddedness, and important individual work outcomes in the context of the Great Recession, and found that job embeddings partially mediated job insecurity's relationship with job search behavior.
Abstract: In the context of the Great Recession, we examined the relationships among perceptions of job insecurity, job embeddedness, and important individual work outcomes. Specifically, we tested the role of job embeddedness as a mediator between job insecurity and the withdrawal outcomes of intention to remain and job search behavior. Results of a longitudinal study of 115 working adults indicated that perceptions of job embeddedness fully mediated the relationship between perceptions of job insecurity and intention to remain and partially mediated job insecurity’s relationship with job search behavior.
44 citations
Journal Article•
TL;DR: In this paper, a quantitative survey was conducted on a purposive sample (n=206) of early career medical and information technology services staff, identified as scarce skills in a South African client services company.
Abstract: ABSTRA C T The objective of the study was to determine whether employees’ satisfaction with retention factors (measured by the Retention Factors Scale) significantly predicted their job embeddedness (measured by the Job Embeddedness Scale). A quantitative survey was conducted on a purposive sample (n=206) of early career medical and information technology services staff, identified as scarce skills in a South African client services company. Retention factors such as training and development, career opportunities, supervisor support and the characteristics of the job (skills variety, challenge and autonomy) were shown to significantly predict the participants’ sense of job embeddedness. Satisfaction with training and development opportunities was the best predictor of organisational fit, while satisfaction with career opportunities was the best predictor of organisational sacrifice. The findings add valuable new knowledge that may be used to inform retention strategies for professional staff with scarce skills in the medical and information technology services sector.
43 citations
TL;DR: A theoretical model of turnover intention that includes two emergent key off-the-job constructs, work-family conflict (WFC) and community embeddedness (CE) suggests that when studying turnover phenomena in health organizations, the extra-work domains can contribute to a decrease in the intention to leave.
Abstract: BATTISTELLI A., PORTOGHESE I., GALLETTA M. & POHL S. (2013) Beyond the tradition: test of an integrative conceptual model on nurse turnover. International Nursing Review60, 103–111
Aim: This paper aimed to extend research on nurse turnover by developing and testing a theoretical model of turnover intention that includes two emergent key off-the-job constructs, work–family conflict (WFC) and community embeddedness (CE).
Background: Nurse turnover is considered one of the most significant issues in health care. There is a considerable body of knowledge that has focused on the study of the on-the-job factors of nurse turnover, showing the important role of job attitudes. Recently, WFC and job embeddedness (JE) have been identified as variables that could help explain levels of nurse turnover.
Methods: Using structural equation modelling from a cross-sectional survey, the relationships between the variables were explored in a sample of 440 nurses from an Italian public hospital. The questionnaire measures demographic data and psychosocial factors such as job satisfaction, organizational commitment, WFC, CE and turnover intentions.
Results: The findings supported the importance of non-work dimensions in turnover models.
Conclusions: The results suggest that when studying turnover phenomena in health organizations, the extra-work domains (WFC and JE) can contribute to a decrease in the intention to leave, in addition to the more typically emphasized attitude dimension.
43 citations
TL;DR: In this paper, the authors explored the applicability and functioning of the job embeddedness theory in Japanese organizations through 110 interviews with managers, employees and executive search consultants and found that on-the-job ties and sacrifices were important job embedness dimensions in Japanese organisations.
Abstract: In contrast to the vast literature on voluntary turnover, the job embeddedness theory describes why individuals choose to stay in their organizations. Because this theory has been developed and validated mainly in the USA, this study explores its applicability and functioning in Japanese organizations through 110 interviews with managers, employees and executive-search consultants. While the original theory provides a useful framework to explain the web of forces that embed people to their organizations, a distinctive set of cultural and institutional factors affected job embeddedness in Japanese organizations. In particular, on-the-job ties and sacrifices were important job embeddedness dimensions in Japanese organizations.
39 citations
TL;DR: In this article, the authors examined empirically the increase in predictive strength of antecedents of voluntary turnover over the first three years of employment using survival analysis with time-varying covariates and period effects.
Abstract: We theorize about and examine empirically the increase in predictive strength of antecedents of voluntary turnover over the first three years of employment using survival analysis with time-varying covariates and period effects. On the basis of employee survey data gathered from 240 newcomers working in a retail bank and organizational turnover records collected over multiple years, we find that job embeddedness and job satisfaction increase in their ability to predict voluntary turnover as tenure increases. The results of this study emphasize the importance of integrating time into theories to better understand the dynamics of the turnover process. Specifically, additional theorizing about when different effects may be manifest and how long they will persist is critical. Equally important is the development and application of research methods that are suited to dynamic modeling, such as those introduced here.
Abstract: 본 연구는 중소병원 간호사의 경력정체, 자기효능감, 직무배태성과 이직의도와의 상관관계를 파악하기 위해 시도된 서술적 조사 연구이다. 연구대상은 J시에 소재한 5개의 중소병원에서 근무하는 간호사 217명으로 하였으며, 자료수집기간은 2013년 8월 5일부터 8월 20일까지였으며, SPSS win 18.0 프로그램을 이용하여 분석하였다. 연구결과 이직의도는 5점 만점에 평균 3.07점 이었으며, 경력정체, 자기효능감, 직무배태성, 이직의도와의 관계에서 이직의도는 경력정체(r=.284)와는 정적관계로 나타났고, 자기효능감(r=-.165)과 직무배태성(r=-.432)과는 부적관계로 나타났다. 대상자의 이직의도에 가장 큰 영향을 미치는 변수는 직무배태성이었으며, 현 병원 근무경력, 경력정체, 근무부서 순으로 영향을 미치는 것으로 나타났다. 따라서 이직의도를 낮추기 위한 관리 방안으로 직무배태성을 높이는 간호사 유지 프로그램을 개발하여 간호현장에 적용할 필요가 있다. 【This study was to identify the relationship among small-medium sized hospitals nurse's career plateau, self-efficacy, job embeddedness and turnover intention. The study was conducted through a survey on 217 nurses in five small-medium sized hospitals in J city. The data were collected from August 5, 2013 to August 20, 2013. The data were analyzed by SPSS/WIN 18.0 program. The mean score of turnover intention was 3.07. The positive correlations between career plateau and turnover intention were found, but the negative correlation between self-efficacy, job embeddedness and turnover intention were found. The significant factors influencing turnover intention were job embeddedness, present clinical career, career plateau and work unit. To decrease turnover intention, therefore, nursing managers need to develop the nurse retention program for increasing job embeddedness and apply to nursing field.】
TL;DR: In this article, the authors examined the relationship between employees' psychological career meta-capacities and their job retention-related dispositions and found that the psychological career metacapacities predict the job retention related factor job embeddedness.
Abstract: The study examined the relationship between employees' psychological career meta-capacities and their job retention-related dispositions. Participants were a convenience sample (n=355) of managerial and staff levels in the human resource management field. They completed the Psychological Career Resources Inventory (PCRI), Career Adaptability Inventory (CAI), Personal Views Survey II (PVS), Job Embeddedness Scale (JES) and the Organizational Commitment Survey (OCS). Data were analyzed using canonical correlations to predict the relationship between the psychological career meta-competencies and the job retention-related dispositions. Structural Equation Modelling was used to validate the overall relationship between the two canonical construct variates. The results show that the psychological career meta-capacities predict the job retention-related factor job embeddedness.
Posted Content•
TL;DR: In this paper, the authors discuss the way in which employers provide training and how it has an impact on individual, organisational, and industry skill development, and find that individual development contributes to higher employee turnover when it was adopted in a work environment which lacked employment-growth opportunities, and where employees perceived more external job alternatives.
Abstract: This article discusses the way in which employers provide training and how it has an impact on individual, organisational, and industry skill development. It uses findings from a research study of the relationship between training and development and employee turnover. The study uncovered three training and development models that had likely consequences for employee turnover. These models were labelled Individual Development, Team Development, and Organisational Development. Individual Development contributed to higher employee turnover when it was adopted in a work environment which lacked employment-growth opportunities, and where employees perceived more external job alternatives. Team Development was likely to contribute to lower employee turnover if adopted in conjunction with other high-performance work practices, or if there was evidence of job embeddedness in the organisation. Finally, the Organisational Development model appeared to contribute to higher employee turnover when the training activities contributed to a lack of role clarity, and to poorer employee commitment to the organisation.
01 Jan 2013
TL;DR: In this article, a qualitative, phenomenological study was conducted to explore the perceptions and lived experiences of human resource practitioners to understand their decisions to stay with an organization through employee job embeddedness.
Abstract: The purpose of the qualitative, phenomenological study was to explore the perceptions and lived experiences of human resource (HR) practitioners to understand their decisions to stay with an organization through employee job embeddedness. Eighteen HR practitioners at a government organization supporting the community as public civil servants were interviewed. Findings from the analysis of the interview responses revealed that employees believed they were valued by their organization when considering factors such as career advancement, good leadership, and job security which resulted in increases in retention. By contrast, employees believed they were devalued by their organization when they perceived a lack of training and mentoring, knowledgeable leadership, and communication. These findings may provide business leaders with viable information to predict employee turnover and to better understand why people stay in their current positions, thereby, reducing costs associated with employee turnover.
Journal Article•
TL;DR: In this article, a cross-sectional survey design was used to collect data from a purposive sample of N = 206 staff members identified as possessing critical and scarce skills in a South African medical and IT services company.
Abstract: In the light of the global skills shortage, the retention of staff with critical and scarce skills has become a top priority. The objective of this study was to empirically investigate the relationship between such employees' organisational commitment (measured by the Organisational Commitment Questionnaire) and their job embeddedness (measured by the Job Embeddedness Scale). It also attempted to establish whether gender, race, marital status, tenure and job level groups differ significantly regarding these variables in the South African context. A cross-sectional survey design was used to collect data from a purposive sample of N = 206 staff members identified as possessing critical and scarce skills in a South African medical and IT services company. Descriptive, correlational and inferential statistics were applied to achieve the objectives. The participants showed a high level of affective and continuance commitment with regard to their perceived job embeddedness. The results also confirmed that the biographical groups differed significantly in terms of the variables. The results are of importance for managers interested in retaining staff that have been identified as having critical and scarce skills and could provide valuable pointers for the design of effective human resource retention strategies.
01 Jan 2013
TL;DR: A conceptual model examining job embeddedness as a mediator of the impact of perceived ethical climate on job performance and extra-role customer service is developed and tested Data obtained from frontline hotel employee-supervisor dyads in Nigeria were used to assess these relationships via structural equation modeling as mentioned in this paper.
Abstract: A conceptual model examining job embeddedness as a mediator of the impact of perceived ethical climate on job performance and extra-role customer service is developed and tested Data obtained from frontline hotel employee-supervisor dyads in Nigeria were used to assess these relationships via structural equation modeling The results suggest that job embeddedness fully mediates the effect of perceived ethical climate on frontline employees’ performance outcomes Specifically, employees with favorable perceptions of the firm’s ethical climate are embedded in their jobs Such employees in turn display elevated levels of job performance and extra-role customer service behaviors Implications of the results are discussed and their implications for future research are offered
Journal Article•
TL;DR: In this paper, the authors 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.
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.
TL;DR: In this paper, a study aims to answer why some employees choose to start their own ventures, whereas others choose to seek jobs in other organizations after leaving their current employment. Drawing insights f...
Abstract: This study aims to answer why some employees choose to start their own ventures, whereas others choose to seek jobs in other organizations after leaving their current employment. Drawing insights f...
TL;DR: In this paper, the authors investigated the influence of the fit components of job embeddedness (employee fit to job, fit to organization and fit to community) on employees' job performance.
Abstract: Orientation: The influence of the fit components of job embeddedness (fit to job, fit to organization and fit to community) on job performance has not been extensively researched and the relationship is largely unknown. Research purpose: This study investigated the influence of the fit components of job embeddedness (employee fit to job, fit to organization and fit to community) on employees’ job performance. Motivation for the study: There is a dearth of studies on the fit components of job embeddedness and the relationship with job performance in developing countries especially in Southern Africa. Research design, approach and method: This cross-sectional study made use of a quantitative survey design. The target population comprised employees working in Zimbabwe’s manufacturing sector ( n = 452). Main findings: The results revealed that employee fit to job, fit to organization and fit to community positively influences employees’ job performance. Practical/managerial implications: The findings have implications for human resource managers in Zimbabwe’s manufacturing sector, who are encouraged to consider the three fit factors of job embeddedness during the job applicants interviewing process as they have a significant potential to influence job performance. Contribution/value-addition: The research is one of the primary research papers to investigate the direct effects of the fit components of job embeddedness on employee job performance within the Zimbabwean context. It provides a rich platform for further studies and replication in other industry sectors especially within the African context.
Journal Article•
TL;DR: In this article, a cross-sectional quantitative survey was conducted on a non-probability sample of employed black (92%) and female (71%) adults (N = 355) at managerial and staff level in the South African services industry.
Abstract: 10 27 objective of the study was to explore whether individuals’ organisational commitment (measured by the Organisational Commitment Scale) is signifi cantly infl uenced by their job embeddedness (measured by the Job Embeddedness Scale). A crosssectional quantitative survey was conducted on a non-probability sample of employed black (92%) and female (71%) adults (N = 355) at managerial and staff level in the South African services industry. Canonical correlation analysis and structural equation modelling were used to analyse the data. The fi ndings add new knowledge that can be used to inform organisational practices for the retention of black staff members in the South African organisational context.
TL;DR: The results showed that a statistically significant effect of job embeddedness on work engagement and self efficacy, also self-efficacy (as mediator) have significant to theWork engagement and the innovation behavior of pharmacists in hospitals.
Abstract: Hospitals are always required in order to improve the quality of service in accordance with professional standards in accordance with their code of ethics. Therefore, health workers in hospitals, especially pharmacists, are required to continuously improve its service to the community. To improve health services to the community, then the pharmacist must interact and be accepted by other professional health personnel in hospitals. The purpose of this study was to determine the effect of viscosity of the pharmacist in the hospital organization, namely the impact of job embeddedness on innovative behavior and attachment to his work with self-efficacy as a mediator pharmacist. This study uses a quantitative measurement that is an observational using a sample of the population as an object of measurement by using a questionnaire instrument. The results measured by the number, the data can be any value, rank, and frequencies were analyzed by using statistics to answer the research question or hypothesis to predict that a particular variable affects another variable by using the software smartPLS. The results showed that a statistically significant effect of job embeddedness on work engagement and self efficacy, also self-efficacy (as mediator) have significant to the work engagement and the innovation behavior of pharmacists in hospitals. A pharmacist who has high job embeddedness will obviously have a high self-efficacy and influence on innovation behavior and the higher work engagement of the pharmacist in the hospital.
01 Jan 2013
TL;DR: In this article, the authors used the qualitative method approach that consists of semi-structured interviews to assess the perception of friendship and job embeddings in the hospitality industry in Mashhad, Iran.
Abstract: In our contemporary times, most corporate organizations have put more importance on the role of human resource in underscoring the success of the organization. They have come to appreciate the significance of human resources to having potential impact of the organization?s performance and its vital factor used as a vehicle towards potential success in the midst of competition. This study review theory and research on workplace friendships, job embeddedness, and then combines them into a model of turnover intention for hospitality industry in (Mashhad) Iran. The qualitative method design used for this study to provide a comprehensive understanding of the research problem. The study used the qualitative method approach that consists of semi-structured interviews. Each participant answered the research questions that assesses his/her perception towards friendships. According to the qualitative method, a portion of the participants were randomly selected to complete the interview process where more information is collected.
TL;DR: The findings indicated that the original 40-item JE instrument needed to be respecified to achieve adequate fit for the sample of rural and urban RNs, and demonstrated that rural andurban RNs use the same metric when giving ratings for JE items.
Abstract: This study examined the measurement equivalency (ME) of the job embeddedness (JE) instrument for rural and urban registered nurses (RNs) using a secondary analysis of a cross-sectional mailed survey. JE represents the sum of reasons an employee remains at the present job. RNs from both rural and urban areas returned a 40-item JE instrument designed to assess their level of embeddedness. Analysis was performed using a multi-group confirmatory factor analysis for JE ratings of rural and urban RNs. The findings indicated that the original 40-item JE instrument needed to be respecified to achieve adequate fit for the sample of rural and urban RNs. This 32-item respecified instrument demonstrated that rural and urban RNs use the same metric when giving ratings for JE items. The findings of ME across rural and urban RNs facilitate comparisons between the two groups. The implications of these findings are that differences in ratings between rural and urban RNs may be attributed to real differences and not merely measurement artifact. Examination of these differences may lead to real strategies to retain nurses, thus mitigating the impact of the global nursing shortage.
15 Oct 2013
TL;DR: In this article, the authors make a commentary on the domestic and overseas research outcomes of job embeddedness from the following five aspects specifically: the concept of job embeddings, the dimension and measurement of the job embedding, the antecedent and outcome variables of the embeddedness, the moderating and mediating effects of the embedding effects, and the shortage of current research and directions for future study.
Abstract: Job embeddedness is a relatively new theory in turnover research, it provides a broader perspective for organization to retain employees. However, domestic researchers need a further understanding on the content ,measurement and other research conclusions of job embeddedness. Based on the literature review, this paper make a commentary on the domestic and overseas research outcomes of job embeddedness from the following five aspects specifically: the concept of job embeddedness,the dimension and measurement of job embeddedness,the antecedent and outcome variables of job embeddedness,the moderating and mediating effects of job embeddedness, and the shortage of current research and directions for future study. Keywords-Job embeddedness; Turnover; Concept; Measurement; relative study conclusions
TL;DR: In this paper, the psychological career resources, adaptability and hardiness (as a composite set of psychosocial career meta-competencies) of a convenience sample of 355 early-career human resource professionals were investigated in relation to their job embeddedness by means of a quantitative survey design.
Abstract: In this study the psychological career resources, adaptability and hardiness (as a composite set of psychosocial career meta-competencies) of a convenience sample of 355 early-career human resource professionals were investigated in relation to their job embeddedness by means of a quantitative survey design. The sample consisted predominantly of black (92%) and female (71%) participants employed at managerial and staff levels in the South African service industry. A canonical correlation analysis indicated that self/other skills, career directedness, and the career adaptability competencies of concern, control and confidence significantly contributed to the participants’ sense of job-embedded fit. The findings may be used to inform career development support interventions aimed at assisting in the retention of valuable and talented staff.
Key words: Retention, psychological career resources, career adaptability, hardiness, job embeddedness, psychosocial career meta-competencies.
Journal Article•
Posted Content•
TL;DR: In this article, the authors analyzed the relationship between family and community links and future intentions to quit from employees at the export processing zone (EPZ) in Tijuana, Mexico.
Abstract: In this paper we analyze the relationship between family and community links and future intentions to quit from employees at the export processing zone (EPZ) in Tijuana, Mexico. With survey data gathered in an organization belonging to a Tijuana EPZ, we applied the theory of embededdness to identify the causes behind turnover. A questionnaire with 125 items using a 4-points Likert scale was developed to assess job embeddedness, family embeddedness, satisfaction with benefits, and affective commitment and correlated the potential causes with employee’s future intentions to stay or leave the organization. One hundred employees completed surveys. Statistical analyses of their survey data revealed strong relationships between certain predictor variables and intentions to stay.