Employee Embeddedness and Turnover Intentions: Exploring the Moderating Effects of Commute Time and Family Embeddedness

Purba, Debora Eflina

doi:10.7454/mssh.v19i1.181

Cited by 5 publications

(6 citation statements)

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“…In this study, we focused on on-the-job embededdness. According to Purba (2015), this area has good construct validity (convergent evidence) with the measure of trust in supervisor, and it can better explain work outcomes. In other words, it has criterion validity with the measure of turnover intention.…”

Section: Methodsmentioning

confidence: 99%

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

2017

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This study aim to examine the relationships between job embeddedness, person-organization fit (POF), and turnover intention. Job embeddedness is a variety of conditions that make individuals feel attached to their job and organization. Person-organization fit is the compatibility between the characteristics of individuals and their organizations. Turnover intention is an employee’s conscious desire to leave his or her organization. This study was conducted among employees of a retail company in West Jakarta. The number of participants in this study was 177 employees. Data analysis was performed using Spearman correlation. Results show that job embeddedness was related to person-organization fit and turnover intention. However, there was no relationship between turnover intention and person-organization fit.

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Section: Methodsmentioning

confidence: 99%

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

2017

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“…Conversely, other scholars revealed that organization embeddedness was not significantly related to turnover behaviors (Lee et al, 2004). These inconsistent results of the effect of organization embeddedness on turnover behaviors indicate that potential moderators might be needed to explicate the relationship of organization embeddedness and turnover behaviors (Zhang et al, 2012;Jiang et al, 2012;Purba, 2015;Ramesh & Gelfand, 2010). Additionally, researchers have confirmed the significant effects of community embeddedness on turnover behaviors (Mallol et al, 2007).…”

Section: Moderating Effect Of Community Embeddedness On the Link Amonmentioning

confidence: 94%

The Role of Job Embeddedness in “New Generation of Rural Migrant Workers” Turnover Intention in China

Meirun

SooHooiSin

Wei

2018

JBSEE

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The high voluntary turnover rates of “new generation of rural migrant workers” have been widely concerned in China. One important reason is their rural identity. The distinctive social identity has caused new generation of rural migrant workers face social identity discrimination, which further hinder the integration of values and goals between the individuals and the organizations. The values and goals gap between individuals and organizations further impact on new generation of rural migrant workers’ organizational identification, which reduce their organization embeddedness and increase turnover intention. Thus, this study seeks to explore the linkage between organization identification and turnover intention, which is mediated by organizational embeddedness. Additionally, this study also proposes the moderating effect of community embeddedness on the correlation between organization embeddedness and turnover intention. A quantitative with a survey method is proposed for this study. Data will be collected in manufacturing setting in Guizhou province of China. Multi-level sampling technique will be applied to determine the sample size.

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“…Keterlekatan Kerja. Alat ukur yang digunakan untuk mengukur variabel ini adalah Job Embeddedness Scale dari Lee, Mitchell, Sablynski, Burton, dan Holtom (2004) dan telah diadaptasi ke dalam bahasa Indonesia oleh Purba (2015) ke dalam bahasa Indonesia dengan 25 aitem. Alat ukur ini mengukur dari 3 faktor, yaitu fit, link, dan sacrifice pada dimensi organisasi dan komunitas.…”

Section: Instrumenunclassified

Bagaimana Persepsi Dukungan Organisasi dan Perilaku Kerja Inovatif Saling Terkait? Peran Mediasi Keterlekatan Kerja

Ayuni

Etikariena

2020

j.psiko

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Penelitian ini bertujuan untuk mengetahui peran mediasi keterlekatan kerja pada hubungan antara persepsi dukungan organisasi dan perilaku kerja inovatif. Penelitian ini adalah penelitian kuantitatif korelasional dan data diperoleh dari 281 karyawan sebuah perusahaan milik negara di Indonesia yang sedang melakukan inovasi. Alat ukur yang digunakan dalam penelitian ini ialah Innovative Work Behavior Scale (Janssen, 2000), Survey of Perceived Organizational Support (Neves & Eisenberger, 2014) dan Job Embeddedness Scale (Lee dkk, 2004). Pengujian hipotesis mediasi dilakukan menggunakan macro PROCESS Hayes dan ditemukan bahwa keterlekatan kerja memediasi secara penuh hubungan antara persepsi dukungan organisasi dan perilaku kerja inovatif (indirect effect = 0,139, boot SE = 0,031, CI [0,083, 0,207]; direct effect = 0,054, boot SE = 0,063, CI [-0,070, 0,179]). Hasil ini menunjukkan bahwa keterlekatan kerja menjadi jembatan penghubung antara persepsi dukungan organisasi dan perilaku kerja inovatif yang dilakukan oleh karyawan.

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Employee Embeddedness and Turnover Intentions: Exploring the Moderating Effects of Commute Time and Family Embeddedness

Cited by 5 publications

References 0 publications

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

The Relationships Between Job Embeddedness, Person-Organization Fit, and Turnover Intention

The Role of Job Embeddedness in “New Generation of Rural Migrant Workers” Turnover Intention in China

Bagaimana Persepsi Dukungan Organisasi dan Perilaku Kerja Inovatif Saling Terkait? Peran Mediasi Keterlekatan Kerja

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