Showing papers on "Job embeddedness published in 2021"

A meta-analysis on predictors of turnover intention of hospital nurses in South Korea (2000–2020)

Abstract: Aims To identify the predictors of Registered Nurses' turnover intention and analyse the effect sizes. Design A systematic review and meta-analysis of previous research, conducted to comprehensively identify the predictors of turnover intention. Methods In total, 417 studies from 1 January 2000 to 30 April 2020 that investigated predictors of turnover intention of South Korean nurses were reviewed. The data were analysed using the R statistical package. Network graphs were used to analyse the relationships among turnover predictors, and meta-analysis was performed to determine the effect sizes of the correlations. Results This review analysed common predictors identified in previous studies. Burnout (0.541), emotional exhaustion (0.511), job stress (0.390) and career plateau (0.386) showed positive effect sizes, while organizational commitment (-0.540), person-organizational fit (-0.521), career commitment (-0.508), work engagement (-0.503), job satisfaction (-0.491) and job embeddedness (-0.483) showed negative effect sizes.

The impact of job security, job satisfaction and job embeddedness on employee retention: an empirical investigation of Pakistan’s health-care industry

Abstract: Purpose The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory. Design/methodology/approach An empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes. Findings The findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship. Originality/value This study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

Nurses' voice behaviour: The influence of humble leadership, affective commitment and job embeddedness in China.

Abstract: Aim To test the influence of humble leadership, job embeddedness, and affective commitment on the voice behavior of nurses. Background A nurse's voice behavior is regarded as an important measure to identify and solve problems in medical institutions, and improve patients satisfaction. It is urgent to pay sufficient attention to nurses' advice to determine which factors can stimulate enthusiasm in this area. Methods This study is a cross-sectional study involving 598 nurses. Results The results showed that humble leadership, job embeddedness, affective commitment, and voice behavior were significantly positively correlated. Job embeddedness played a partial mediating role in humble leadership and affective commitment; meanwhile, affective commitment also partially mediated the influence of job embeddedness on voice behavior. Conclusions Humble leadership was the key to improve the voice behavior of nurses; as a mediating mechanism, job embeddedness and affective commitment further explained how humble leadership promoted the voice behavior of nurses. Implications for nursing management The effects of humble leadership, job embeddedness, and affective commitment to voice behavior could be used to guide the management of clinical nurses. In particular, the humble leadership style perceived by nurses and the enhanced emotional connection with the organization would contribute to the generation of voice behavior.

Impact of Role Conflict on Intention to Leave Job With the Moderating Role of Job Embeddedness in Banking Sector Employees

Abstract: This study investigates why some employees intend to leave their jobs when facing the conflict between family responsibilities and job routines. The present study also reveals the moderating role of on-the-job embeddedness between role conflict and intention to leave the job. Drawing on conservation of resources theory, the paper investigates the buffering effect of the three on-the-job embeddedness components (fit, links and sacrifice). Data were collected from banking officers because most of the employees have to face role conflict between family and job responsibilities as banking job is considered the most stressful job. Collected data were analyzed by applying structural equation modelling. Results indicate that the role conflict significantly influences on intention to leave the job. Furthermore, the study shows that on-the-job embeddedness moderates the relationship between role conflict and intention to leave. The results suggest that organizations can reduce turnover intention during work and life conflict times by developing employee on-the-job embeddedness. This study provides some insights to managers why many employees leave their jobs and how to overcome this problem. Management should also offer extra and available resources in periods of greater tension to minimize early thinking regarding quitting.

Not just good for her: A temporal analysis of the dynamic relationship between representation of women and collective employee turnover:

Abstract: Many organizations aim to increase the representation of women in their workforce, yet such efforts are often challenged by women’s relatively higher propensity to leave a job compared to men. Over...

The influence of servant leadership on employees' outcomes via job embeddedness in hospitality industry

Abstract: Drawing from social exchange theory, the purpose of this study is to investigate the influence of servant leadership on organizational citizenship behavior, turnover intentions and work performance through mediating role of job embeddedness.,The data were gathered from 252 frontline employees of Pakistan's hotel industry in two-time lags with an interval of two months by using purposive sampling. PLS-SEM was applied for the analysis of data and hypothesis testing.,The study ascertained that job embeddedness is a potent mediator between the nexus of servant leadership and aforementioned work outcomes. The study results portray that servant leadership promotes job embeddedness, OCB, work performance and reduces turnover intentions.,Hotel management can use job embeddedness to boost servant leadership and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' organizational citizenship behavior and work performance.,Hotel management can use job embeddedness to boost OCB, work performance and reduce turnover intentions. In addition, management should also increase servant leadership by organizing training and workshops for their managers, which ultimately improves followers' citizenship behavior and work performance.,There are numerous calls for research to ascertain as well as sparse literature available whether job embeddedness act as a mediator in the nexus of servant leadership and work outcomes or not. The current study fills these voids and contributes to the literature by empirically examining the mechanism of job embeddedness between servant leadership and the work outcomes.

The Effect Of Favoritism On Job Embeddedness In The Hospitality Industry: A Mediation Study Of Organizational Justice

Abstract: This study examines the effect of favoritism on job embeddedness and the mediating influence of organizational justice dimensions, underpinned by social identity and social exchange theories. Surve...

Off-the-job embeddedness as a moderator of the relationship between work and life conflict and turnover intention

Abstract: The impact of work and life conflict on employee performance and turnover is well-understood. In contrast, the role of off-the-job embeddedness – the attachment of an employee to his or her life outside of work – needs clarification in respect to its potential to buffer the negative effects of work and life conflict on employee turnover intention. Drawing on conservation of resources and job embeddedness theories, we argue that off-the-job embeddedness represents a collection of potential social support resources that can assist people in coping with the stressors resulting from work and life conflict. Based on a sample of 341 employees, this paper examines if off-the-job embeddedness moderates the relationship between work and life conflict and employee turnover intention. This study nds that off-the-job embeddedness weakened the impact of work and life conflict on turnover intention for more embedded employees. The implications of these findings are discussed for management practise and for the development of theory related to off-the-job embeddedness.

'It was quite a shock': A qualitative study of the impact of organisational and personal factors on newly qualified nurses' experiences

Abstract: Aims and objectives To explore how newly qualified nurses' work experiences are constructed through the interplay between self, workplace and home-life influencing their retention. Background Nurses are critical to achieving the goal of universal health coverage. However, shortages of nursing staff are endemic. Of particular concern, newly qualified nurses are more likely to leave the nursing workforce. The point of transition to working as a newly qualified nurse is a time of vulnerability. Most studies attempt to discover why nurses leave. This study uses the concept of job embeddedness to examine the experience of this transition and first two years of practice to understand what might help newly qualified nurses stay. Design Qualitative approach using semi-structured telephone interviews. Methods Self-selecting sample of nurses (n = 23) who participated 1-year (n = 12) and 2 years (n = 11) post-qualification. Participants were part of a larger longitudinal cohort (n = 867) study which has followed them since September 2013 when they entered nurse education in two Scottish universities. Thematic analysis was used to understand the interplay between organisation/workplace and the individual. Results Three themes were developed: transition shock; workplace factors and work/life balance. Two further subthemes were developed: experience of support and belonging; and feeling unsupported and alienated. Eight participants had changed job or left, and two were looking to leave nursing. Conclusion This study highlights how the experience of transition shock can be positively or negatively impacted by the workplace environment, and how in turn this impacts the home environment. Ultimately, this impacts retention of newly qualified nurses. Relevance to clinical practice Having adequate support resources, such as staffing, supportive team morale, professional development and family-friendly work environment, can create a work environment where they feel the purpose and meaningfulness of working as a nurse. This 'job embeddedness' can potentially enhance nurse retention. Reporting follows the COREQ checklist.

Innovative behavior among service workers and the importance of leadership: evidence from an emerging economy

Abstract: This study focuses on how service firms can nurture innovative behavior of employees through the important role of leadership. Despite the growth in innovation research, scholars have been slow to move from an R&D (i.e., technical capital) focus to that focusing on employee innovative behavior. However, organizations’ innovation initiatives heavily depend on employee human capital and behavior at work as these are key inputs in the value creation process. We focus on a specific type of leadership, transformational leadership, and explore a nascent employee concept, job embeddedness, to enhance our understanding of the mechanisms and conditions by which leaders may encourage follower innovative behavior. We collected data from employees working in the hotel service sector in Ghana, and analyzed the data using structural equation modelling and Hayes’ PROCESS Macro. Our results revealed that leaders can promote innovative behavior among service workers only when the workers are embedded in the organization. Further, our results showed positive relationships between transformational leadership and organizational embeddedness, and organizational embeddedness and innovative behavior. However, we found no evidence to suggest that employees’ embeddedness in their community might alter the relationship between organizational embeddedness and innovative behavior. We conclude that to support innovation among employees, the behaviors of leaders are important especially in terms of encouraging employees to proactively embed themselves in their organizations, thereby contributing to the development of the hospitality industry and other service sectors in emerging economies.

Narcissistic leadership and employees’ innovative behaviour:mediating roles of job embeddedness and job engagement

Abstract: Organisations need innovation in products and services to grow and survive in competitive environments. Development of innovation in organisations is achieved by human resources. Employees’ innova...

Probing the impact of transformational leadership on job embeddedness: the moderating role of job characteristics

Abstract: This paper aims to evaluate how transformational leadership can increase job embeddedness in their employees that persuade them to stay in their organization and how this relationship is contingent upon the job characteristics.,Sample of 328 useable responses was available for analysis. Questionnaires were distributed to the employees who are working in different Pakistani organizations. Regression analysis was used to test for hypotheses.,The findings support that there is a significant impact of transformational leadership for shaping job embeddedness, and the results endorsed the role of job characteristics as a moderator in describing the relationship of transformational leadership and job embeddedness. Transformational leaders would motivate employees to work together in productive manners in challenging work settings.,This paper makes three key contributions to the literature on job design. First, this inquiry shows that a strong link does exist between transformational leadership in creating organizational job embeddedness. Second, it highlights how job characteristics of highly challenging work settings may shape employees’ job embeddedness. Third, this paper offers a novel perspective in leadership research by incorporating high challenging work setting (i.e. job characteristics) as moderator. Managers may get new insight by opting for transformational leaders' attributes and concentrating on high challenging work settings for creating embeddedness in employees to prolong their stay with the job and firm.

The protective role of professional self-concept and job embeddedness on nurses' burnout: structural equation modeling.

Abstract: BACKGROUND Job embeddedness and professional self-concept are among the important nursing components, the existence of which help decrease occupational burnout among nurses. This study aimed to determine the protective role of Professional Self-concept and Job embeddedness on nurses'burnout. METHODS This descriptive, correlational study had a predictive design and was conducted on nurses working in training and healthcare centers of Babol University of Medical Sciences in 2019. In total, 308 nurses participated in this study and were selected by stratified random sampling. In addition, data were collected using demographic characteristics questionnaire, Professional Self-concept questionnaire, Job embeddedness scale and nurses' burnout questionnaire. Moreover, data analysis was performed in SPSS version 25 and Smart PLS version 3.3 using correlational statistics and structural equation modeling. RESULTS Both the variables of professional self-concept and job embeddedness, had a significant effect on nurses' burnout at 99% confidence level (P < 0.001) and the negative beta value for these two variables shows the inverse relationship between both professional self-concept and job embeddedness with nurses' burnout. The value of the coefficient of determination for burnout indicates that both the variables of professional self-concept and job embeddedness, together explain 78% of the changes in the variable of burnout. The beta coefficient for professional self-concept (- 0.50) is higher than the same coefficient for job embeddedness (- 0.42). As a result, the role of professional self-concept in predicting burnout of clinical nurses has been more than the role of job embeddedness. The indirect effect of professional self-concept on burnout of clinical nurses mediated by job embeddedness has been equal to - 0.347. As a result, it can be said that nurses' professional self-concept has a significant effect on nurses' burnout through mediation of job embeddedness. CONCLUSION According to the results of the study, Professional Self-concept had an effective role in nurses' burnout. In other words, the higher the Professional Self-concept of nurses, the lower their burnout. Therefore, it is suggested that effective interventional strategies be designed by nursing managers through better planning and a supportive workplace be established to improve Professional Self-concept among nurses and decrease their burnout.

Impact of Psychological Capital on Performance of Public Hospital Nurses: the Mediated Role of Job Embeddedness

Abstract: The main purpose of this study is to investigate the relationship between psychological capital and employee performance through the mediating role of job embeddedness. Psychological climate is used as moderator to intensify the link between psychological capital and job embeddedness. Using data from 350 nurses belonging to four public hospitals, partial least squares structural equation modeling was utilized to analyze the hypothesized model. Job embeddedness significantly mediates the link between psychological capital and employee performance. Psychological climate heightens the relationship between psychological capital and job embeddedness. The findings offer suggestions for researchers on the conservation of resources and concept of psychological capital, public hospitals, and practitioners on how to improve the performance of employees.

Longitudinal Outcomes of Witnessed Workplace Incivility: a Three-Wave Full Panel Study Exploring Mediators and Moderators

Abstract: The aims of the present study are formulated to test theoretical assumptions of the incivility spiral presented by Andersson and Pearson (1999). The first aim is to investigate possible longitudinal outcomes of witnessed workplace incivility, in the form of instigated incivility and well-being. An additional aim is to explore whether witnessed workplace incivility is indirectly related to instigated incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace incivility, over time, predicted subsequent higher levels of instigated incivility but not lower levels of well-being. In addition, witnessed incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated incivility over time. The relationship between witnessed and instigated incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.

Why and How Does Empowering Leadership Promote Proactive Work Behavior? An Examination with a Serial Mediation Model among Hotel Employees.

Abstract: With the increasing competition in contemporary enterprise, sustainable human resource management is a powerful resource for workplace mental health. On the basis of job demands-recourses theory and conservation of resources theory, this study examined the relationship between empowering leadership and employees’ proactive work behavior. It also explored how job design inspires employees to be embedded in their work and to exhibit proactive work behavior. In addition, the research probed the mediating roles of job characteristics and job embeddedness in a serial mediation model within an integrated model. Data were collected from 461 employees of three- to five-star hotels through stratified random sampling. Results indicated that (1) empowering leadership has positive influences on job characteristics and proactive work behavior; (2) job characteristics have a positive influence on job embeddedness; (3) job embeddedness has a positive influence on proactive work behavior; (4) job characteristics mediate the effect of empowering leadership on proactive work behavior; (5) job embeddedness mediates the effect of empowering leadership on proactive work behavior; and (6) job characteristics and job embeddedness jointly mediate the effect of empowering leadership on proactive work behavior by bootstrapping analyses. Accordingly, this study suggests that promoting sustainable human resource management is needed for human health and organizational value at work, both of which enable empowering leadership to improve proactive work behavior via job characteristics and job embeddedness. The theoretical and managerial implications of empirical findings are also discussed.

Psychological contract breach and teachers' organizational commitment: mediating roles of job embeddedness and leader-member exchange

Abstract: The study examined the relationship between psychological contract breach and organizational commitment and whether leader-member exchange and job embeddedness mediate this relationship.,The study adopted a quantitative approach and is based on a sample of 298 teachers in basic schools in Accra, Ghana. Participants completed surveys with standardized measures on psychological contract breach, job embeddedness, leader-member exchange and organizational commitment. Hypothesized relationships were tested using structural equation modeling in AMOS 21.0.,Psychological contract breach had a direct negative relationship with affective and normative commitment but had no significant direct relationship with continuance commitment. Psychological contract breach was indirectly related to affective and normative commitment through both job embeddedness and leader-member exchange, and indirectly related to continuance commitment through only job embeddedness.,Findings from the study suggest that employers' failure to fulfill their obligations to employees has significant potential cost to the organization, and underscore the need for managers, particularly in educational institutions, to institute measures to eliminate or minimize the occurrence of psychological contract breach.,The study contributes to research examining antecedents of organizational commitment as well as the mechanisms linking psychological contract breach to organizational commitment in the educational context.

What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness

Abstract: Job embeddedness was developed as a new perspective to explain employee retention, and recent research has demonstrated its predictive power of voluntary turnover. However, little is known about fa...

Efek Mediasi Affective Commitment antara Pengaruh Job Embeddedness terhadap Turnover Intention

Abstract: The high turnover intention is a serious problem in various companies. It leads to an extraordinary misuse of assets and increases management costs. The turnover intention in employees could be explained from the micro (psychological) and macro (organizational and economic) sides. This research aimed to investigate and analyze job embeddedness and affective commitment on employees' turnover intention. This research uses a quantitative methodology to conduct a causality investigation. The survey of 85 employees was conducted in Mega Elektronik Nganjuk. The data were analyzed by PLS-SEM with SmartPLS (v.3.3.3). The study's findings put into words that job embeddedness has a negative and significant influence on turnover intention. Off the job embeddedness has no significant influence on turnover intention. On the job embeddedness has a positive and significant influence on affective commitment. Off the job embeddedness has a positive and significant influence on affective commitment. Affective commitment has a negative and significant influence on turnover intention. Affective commitment partially mediated the relationship between the job embeddedness and turnover intention. Affective commitment fully mediated the relationship between off the job embeddedness and turnover intention. The implication of this study is that the company should pay attention to employees who want to leave the company with good communication so the obstacles in work can be conveyed and get the best solution.

Meaningful work on career satisfaction: a moderated mediation model of job embeddedness and work-based social support

Abstract: This paper aims to examine a moderated mediation model for answering how and why work meaningfulness influences career satisfaction through job embeddedness as an intervening mechanism. There is also an investigation of how work-based social support from supervisors and co-workers are contingent upon such effect.,Data were collected from 1,137 accountants in various disciplines from one of the largest corporations in Thailand, including its numerous subsidiaries and joint ventures. The hypotheses were tested and analyzed by means of structural equation modeling, hierarchical regression and a bootstrapping procedure.,The results reveal that the direct relationship between meaningful work and career satisfaction was partially mediated by job embeddedness. Perceptions of supervisor and co-worker support were found to have moderating effects on meaningful work and job embeddedness. However, the conditional indirect effect was only confirmed for supervisor support.,The generalizability of the findings may be narrow due to the nature of the sample, which involved only one occupation. Future research may expand the generalizability by considering different vocations, business contexts and industries.,This study offers important implications to researchers and practitioners by highlighting that an integrative model of organizational factors should be considered in managing human resources.,This research is among the initial attempts to extend relevant knowledge in the fields of meaningful work and job embeddedness by identifying organizational mechanisms that amplify the structural relationship.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction

Abstract: This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated.,This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation.,Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries.,This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

The Impact of Corporate Social Responsibility on Organisational Citizenship Behaviour, Work Engagement, and Job Embeddedness

Abstract: This study examines the impact of corporate social responsibility on organisational citizenship behaviour, work engagement, and job embeddedness. Structural equation modeling tests were conducted on 522 responses gathered from telecommunications companies in the Kurdistan Region of Iraq. The results depicted that corporate social responsibility improvements have positive effects on organisational citizenship behaviour, work engagement, and job embeddedness. Further observations depicted an insignificant positive partial causal path between corporate social responsibility, work engagement, and organizational citizenship behaviour. This study's novelty elements are inherent in its potency to examine the causal path between corporate social responsibility, work engagement, and organizational citizenship behavior. This study contributes to the literature by further expanding job embeddedness theory and proposing a comprehensive job embeddedness framework that researchers and practitioners can adopt in future research.

Does organization-based self-esteem mediate the relationships between on-the-job embeddedness and job behaviors?

Abstract: Based on cognitive consistency theory, this study developed a motivation mechanism linking on-the-job embeddedness to employees’ job behaviors. This mechanism was tested using a sample of 170 subordinate-supervisor dyads. HLM analysis results revealed that organization-based self-esteem fully mediated the influence of on-the-job embeddedness on job performance and organizational citizenship behavior-altruism and partially mediated on-the-job embeddedness’s influence on innovative behavior. However, organization-based self-esteem did not mediate the relationship between on-the-job embeddedness and organizational citizenship behavior-voice. Implications are discussed.

Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality

Abstract: The cost of recruitment and training of newcomers can be a burden for enterprises, causing adverse effects on human resources management. Although much research has addressed employee turnover, less attention has been paid to methods of improving the retention of new hires. This study is an empirical examination of the increase in predictive strength of antecedents of affective commitment for comparing newcomers’ workplace spirituality. The results of an employee survey completed by 237 newcomers with under two years of work experience indicate that socialization tactics have a direct impact on job embeddedness, which in turn has a direct effect on affective commitment. Workplace spirituality has a significant moderating effect on the relationship between socialization tactics and job embeddedness. Also, workplace spirituality has a significant moderating effect on the relationship between job embeddedness and affective commitment.

“I Want to Serve, but the Public Does Not Understand”—An Approach to Employees’ Intention to Stay in the Malaysian Construction Companies

Abstract: This paper explicitly clarifies an employee’s goal to voluntarily stay in his/her current employment. A large volume of research has concentrated on corporate environments on the causes of workforce turnover. Nevertheless, little was done to investigate workers’ desire to remain, which was the essential parameter in determining their stay in the construction sector. Therefore, this research was undertaken to explore the relationship between job embeddedness (off-the-job and on-the-job and the intent of staying in Malaysian construction companies with the mediating impact of continuance commitment. For the analysis, a simple random under probability sampling technique was used. Of the overall 280 samples surveyed, 243 responded and used it in the report, 86.8% of the response rate. A structural equation modeling approach was used to analyze the direct and indirect relationships as drawn by the hypotheses. This research showed that the component of the off-the-job, on-the-job embeddedness and intention to stay were substantially linked. At the same time, continuance commitment plays a full mediation between the convergence of off-the-job, on-the-job and the intention to stay. These findings suggest that construction companies in Malaysia need to consider organizational and community embeddedness relationships along with continuance commitment in the invention of programs designated to influence workers’ intention to stay on their current jobs.