How does council–manager conflict affect managerial turnover intention? The role of job embeddedness and cooperative context

2020 ◽  
Vol 98 (4) ◽  
pp. 974-994
Author(s):  
Yuguo Liao ◽  
Rusi Sun
Keyword(s):  
Turnover Intention ◽  
Job Embeddedness ◽  
Managerial Turnover

scholarly journals Multifaceted Role of Job Embeddedness Within Organizations: Development of Sustainable Approach to Reducing Turnover Intention

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093487
Author(s):  
Imran Ahmed Shah ◽  
Tamas Csordas ◽  
Umair Akram ◽  
Amit Yadav ◽  
Hassan Rasool
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Job Embeddedness ◽  
Future Research ◽  
Employee Behavior ◽  
Research Directions ◽  
Mediating Role ◽  
Future Research Directions

This study aims to explore the significance of job embeddedness (JE) theory and practices to reducing employee turnover and then suggest future research directions. It also reviews the systematic development of JE theory and its relationship with different workplace theories. A comprehensive content analysis, including a systematic review of articles published between 2008 and 2018, is conducted to understand the extensive role of JE in the workplace. A total of 108 research papers published in various high-ranking journals are selected for further analysis. To identify the mediating role of JE in the service and manufacturing industry, most of the existing studies focus on turnover intention, organizational commitment, employee engagement, and job satisfaction. However, many other key areas, which can be linked to JE to understand and evaluate the theory of organizational and employee behavior, are ignored in the literature. In this study, a further understanding of JE is suggested to be expanded in accordance with various elements of organization and employee theories, such as job design, job burnout, and role performance. This study contributes to the literature by further expanding JE theory and proposing a comprehensive JE framework that researchers and practitioners can adopt in future research.

scholarly journals WORKPLACE BULLYING AS A PREDICTOR OF TURNOVER INTENTION AMONG TEACHERS: ROLE OF JOB EMBEDDEDNESS

2021 ◽  
Vol 58 (1) ◽  
pp. 5111-5119
Author(s):  
Samrah Jamshaid, Dr Najma Iqbal Malik ,Shahida Perveen
Keyword(s):  
Regression Analysis ◽  
Turnover Intention ◽  
Workplace Bullying ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Job Embeddedness ◽  
Moderating Role

The current research aimed to investigate workplace bullying, turnover intention and job embeddedness among teachers of colleges and universities of Sargodha, Pakistan. The purposive sampling technique was used for the collection of data. Negative Act Questionnaire (Einarsen, 2001), Turnover Intention Scale (Mitchell, 2001) and Job Embeddedness Scale (Crossley et al, 2007) scales were used to measure the constructs of study. Correlation analysis discovered that workplace bullying has a positive relationship with turnover intentions, which distingue that teachers who faced bullying in the organization have more intention to quit their job. Linear Regression analysis showed a significant impact of bullying on the turnover intention. Hierarchal Regression analysis showed that job embeddedness has significant moderating role between bullying and turnover intention. The current study have some recommendations and conclusion for coming researchers who will be interested to explore the level of teacher’s embeddedness who were facing bullying.  

The Effect of Work Engagement and Job Embeddedness on Turnover Intention Moderates by Job Performance

2015 ◽  
Vol 21 (4) ◽  
pp. 847-849
Author(s):  
Theresia Cynthia ◽  
Laksmi Sito Dwi Irvianti
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Textile Industry ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Job Embeddedness ◽  
Analysis Method ◽  
The Impact

One of the essential resources in an organization is their human resources which are called employee. Every organization needs good human resource management to manage the relationship and the role of employee to achieve organization’s goal effectively and efficiently. The object of this research was PT. Argo Pantes Tbk that runs its business in textile industry. The purposes of this research was analyzing the impact of Work Engagement and Job Embeddedness to Turnover Intention at PT. Argo Pantes Tbk, partially and simultaneously, and also to analyze the role of Job Performance, as moderating variable. Data of this research were collected through interview and spreading the quesionnaire to 95 employees of PT. Argo Pantes Tbk as respondents by using simple random sampling as sampling technique. The analysis method used were simple and multiple regression and also residual analysis method. The research found that Work Engagement and Job embeddedness have significant impact to Turnover Intention, partially and simultaneously, and Job Performance will moderate the correlation between Work Engagement, Job Embeddedness and Turnover Intention.

scholarly journals THE MODERATING ROLE OF JOB EMBEDDEDNESS ON THE EFFECT OF ORGANISATIONAL JUSTICE AND ORGANISATIONAL LEARNING CULTURE ON TURNOVER INTENTION: A CONCEPTUAL REVIEW

2019 ◽  
Vol 7 (2) ◽  
pp. 563-571
Author(s):  
Oussama Saoula ◽  
Muhammad Fareed ◽  
Rawiyah Abd Hamid ◽  
Hussein Mohammed Esmail Abu Al-Rejal ◽  
Saiful Azizi Ismail
Keyword(s):  
Turnover Intention ◽  
Interactional Justice ◽  
Job Embeddedness ◽  
Organisational Learning ◽  
Learning Culture ◽  
The Body ◽  
Research Framework ◽  
Organisational Justice ◽  
Moderating Role

Purpose: Employee’s turnover has been investigated by many researchers as an organisations’ negative outcome. The organizations that facing high rates of turnover should examine the fundamental reasons that cause employees’ turnover in order to reach real solutions to this problem. For that, they should ask a dynamic question, why some employees stay and some leave? Methodology: The reasons may seem difficult and consistent to the preferences and necessities of the employees. From another aspect, the majority of research in the context of turnover intention have been conducted in the western contexts, therefore it is worthwhile to encourage more studies in non-western settings to discover new understandings related to the problem. Results: Malaysia is considered as one of the developing countries that is having high turnover of employees in many sectors. Consequently, this study proposed a research framework to examine the relationship between organisational justice (OJ)’s three dimensions (Distributive justice, procedural justice and interactional justice), organisational learning culture (OLC) and turnover intention (TI). Furthermore this study recommended the moderating role of Job embeddedness (JE) in this relationship. Hence, the suggested research framework will contribute to the body of knowledge through providing new insights.

scholarly journals Amid the COVID-19 Pandemic, Unethical Behavior in the Name of the Company: The Role of Job Insecurity, Job Embeddedness, and Turnover Intention

2021 ◽  
Vol 19 (1) ◽  
pp. 247
Author(s):  
Ibrahim A. Elshaer ◽  
Alaa M. S. Azazz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Unethical Behavior ◽  
Structural Equation ◽  
Job Insecurity ◽  
Job Embeddedness ◽  
Study Data ◽  
Equation Modeling ◽  
The Impact

The worldwide economic crisis initiated by the COVID-19 pandemic certainly altered the perception of regular job insecurity dimensions and brought these to the ultimate level. When employees feel insecure, they may decide to participate in unethical behavior in the name of the company to avoid layoff and become retained employees. This study investigated the relationship between job insecurity and unethical organizational behavior through the mediating role of job embeddedness and turnover intention. A total of 685 employees working in five- and four-star hotels and category A travel agents participated in this study. Data were analyzed using structural equation modeling. Job embeddedness and turnover intention were found to be partially mediated by the impact of job insecurity on unethical organizational behavior. Theoretical and practical implications were identified and discussed.

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