Job Embeddedness: A new attitudinal measure

Clinton, Michael; Knight, Terry; Guest, David

doi:10.1111/j.1468-2389.2012.00584.x

Cited by 45 publications

(92 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In contrast, off-the-job embeddedness refers to how well employees fit into, and suit, the broader community where they live (Clinton et al 2012). Factors influencing this perception include weather conditions, location, community amenities, political and religious climate, and entertainment activities (Holtom, Mitchell & Lee 2006, Reitz et al 2010.…”

Section: Job Embeddednessmentioning

confidence: 99%

Personal care workers in Australian aged care: retention and turnover intentions

2013

View full text Add to dashboard Cite

show abstract

Section: Job Embeddednessmentioning

confidence: 99%

Personal care workers in Australian aged care: retention and turnover intentions

2013

View full text Add to dashboard Cite

show abstract

“…In recent years researchers have proposed amendments to the JET scale and approach. Some have clarified changes to the measurement approach, such as the use of reactive and global scales (Crossley et al ), the development of short forms of the composite measurement scale (Cunningham, Fink, and Sagas ; Felps et al ), and the proposal of completely new scales (Clinton et al ).…”

Section: Client Embeddednessmentioning

confidence: 99%

“…By developing and testing the concept of “client embeddedness,” this article proposes a new explanation of why people may remain in low‐paid roles when better job alternatives exist. Further, this article proposes and tests an additional form of embeddedness, adding to the ongoing debate in the JET literature over the scope of “employee embeddedness” (Clinton, Knight, and Guest ; Holtom et al ; Zhang, Fried, and Griffeth ).…”

mentioning

confidence: 99%

Pay Dissatisfaction and Intention to Leave

Treuren

Frankish²

2014

Nonprofit Mgmnt & Ldrshp

View full text Add to dashboard Cite

This article examines the power of a particular type of employee attachment—client embeddedness—in buffering the adverse effect of pay dissatisfaction on employee intention to leave. Based on a sample of 153 personal care workers employed by a disability service organization, this article finds that client embeddedness—the attachment that employees can experience as a result of interactions with clients or customers—dampens the adverse effect of pay dissatisfaction on employee intention to leave. This finding has implications for the development of appropriate recruitment and retention practices in not‐for‐profit organizations.

show abstract

“…individuals and their relations, social network analysis has become increasingly popular in many fields, and finds a natural application in the context of organisation theories (Borgatti and Foster, 2003). Its use has led to research on management performance and impact on a number of dynamics, including innovation (Moran, 2005), job turnover (Allen, 2006;Clinton et al, 2012), individual career paths (Ng and Feldman, 2009), and perceived organisational support (Hayton et al, 2012).…”

Section: Defining Organisational Capitalmentioning

confidence: 99%

Cross-Country Estimates of Employment and Investment in Organisational Capital: A Task-Based Methodology Using the PIAAC Database

Mouel

Squicciarini

2015

SSRN Journal

View full text Add to dashboard Cite

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Acknowledgements: We are grateful to Mary O'Mahony, Sebastien Miroudot, the OECD-PIAAC team, the country delegates to the OECD Working Party on Industry Analysis (WPIA) and the participants of the EUfunded SPINTAN project for helpful comments and for providing feedback on earlier versions of the paper. The existing discussion paper is also available as an OECD Science, Technology and Industry Working Paper, number 2015/08, doi: 10.1787/5jrs3smfgcjb-en. The usual caveats apply. Terms of use: Documents in EconStor may 2 ABSTRACTThis work proposes a task-based methodology for the measurement of employment and investment in organisational capital (OC) in 20 OECD countries. It builds on the methodology of Squicciarini and Le Mouel (2012) and uses information from the OECD Programme for the International Assessment of Adult Competencies (PIAAC). OC is defined as firm-specific organisational knowledge resulting from the performance of tasks affecting the long-term functioning of firms, such as developing objectives and strategies; organising, planning and supervising production; and managing human resources. Occupations contributing to the generation of OC are identified using distribution-based criteria and clustering analysis. Crosscountry heterogeneity in OC-related occupations emerges: while 20 occupational classes of the International Standard Classification of Occupations (ISCO 2008) are on average identified as being OC-related, country-specific values range between 14 (in Korea) and 24 occupations (in Poland). A core group of managerial occupations are consistently identified as OC occupations across countries, whereas differences arise in the selection of professionals and associate professionals in science and engineering, health, education, and business administration. Inhouse investment in OC for the 2012 is measured à la Corrado, Hulten and Sichel (2009), as 20% of wages paid to OC-related occupations. Estimates at the aggregate level suggest the share of OC occupations in total employment to represent between 9.5% (Denmark) to 26% (United Kingdom), with an average of 16%. Total investment in OC, as a share of value-added, ranges from 1.4% in the Czech Republic to 3.7% in the United Kingdom, with an average 2.2% across all countries. Managers appear to account for less than half of total employment and investment in OC, and total investment in OC is higher in services than in manufacturing. Experimental estimates of investment in OC by firm class si...

show abstract

Job Embeddedness: A new attitudinal measure

Cited by 45 publications

References 24 publications

Personal care workers in Australian aged care: retention and turnover intentions

Personal care workers in Australian aged care: retention and turnover intentions

Pay Dissatisfaction and Intention to Leave

Cross-Country Estimates of Employment and Investment in Organisational Capital: A Task-Based Methodology Using the PIAAC Database

Contact Info

Product

Resources

About