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

Ciptaningtyas, Albertha Haga; Suyasa, P. Tommy Y. S.; Wati, Linda

doi:10.24123/aipj.v33i1.1439

Cited by 3 publications

(2 citation statements)

References 17 publications

(40 reference statements)

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“…Furthermore, staff nurses feel their jobs are compatible with their goals and values get good match with this organization and their loss by leaving their job increase. This is the same view of, Ciptaningtyas (2017) (51) who examined the relationships between Job embeddedness, person-organization fit, and turnover intention and reported that the greater the compatibility or suitability between employees and their organization in goals and values, the greater the employees" attachment to their work and preserve benefits received. This result agreed with, Trastek (2014) & Ferreira, (2017) (52,53) who reported that, ethical behavior of servant leadership correlates to job embeddedness dimensions.…”

Section: Discussionsupporting

confidence: 58%

The association between Servant Leadership, Career Adaptability and Job Embeddedness among Staff Nurses at Main Mansoura University Hospital

Elsayed

Abdel-Ghani²

2022

Tanta Scientific Nursing Journal

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Background: In a fast changing environment, managers play a crucial role in delivering effective leadership. Servant leadership is one of the most effective leadership styles in the healthcare field. Servant leadership prioritizes the professional growth of staff nurses through listening empathetically, empowering them, and addressing their needs. It is critical in assisting staff nurses in effectively adapting to career changes and improving their job embeddedness. Aim: The aim of the present study was to examine the association between servant leadership, career adaptability and job embeddedness among staff nurses at Main Mansoura University Hospital. Methods: A descriptive correlation design was utilized. Sample of the study consisted of all nurses working at Main Mansoura University Hospital (n=151 staff nurses) who fulfills the criteria of having a minimum of one year experience were included in the study. Three tools were utilized for data collection, namely; Servant Leadership Survey (SLS), Career Adaptability Scale (CAS) and Job embeddedness Scale (JES). Results: Major findings of the present study were positive correlation between servant leadership and staff nurses' career adaptability. Also, there were statistically significant positive correlation between servant leadership and staff nurses" job embeddedness. Additionally, there were statistically significant positive correlation between staff nurses" career adaptability and their job embeddedness. Conclusion: It was concluded that servant leadership dimensions have significant roles in developing and enhancing both staff nurses" career adaptability and job embeddedness. Career adaptability also plays an important role in improving staff nurses" job embeddedness. Recommendation: It was recommended that, establishing work environment that supports the benefits of servant leadership and its impact on the career adaptability and job embeddedness of staff nurses.

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Section: Discussionsupporting

confidence: 58%

The association between Servant Leadership, Career Adaptability and Job Embeddedness among Staff Nurses at Main Mansoura University Hospital

Elsayed

Abdel-Ghani²

2022

Tanta Scientific Nursing Journal

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“…However, in a study conducted in West Jakarta, Ciptaningtyas et al. (2017) found embeddedness but not PO predicted turnover intentions. Thus, although we know that misfit is harmful psychologically to individuals, if they are embedded they are more likely to stay in role and suffer those consequences.…”

Section: A Personal History and Introduction To The Conundrumsmentioning

confidence: 94%

Person‐organization fit theory and research: Conundrums, conclusions, and calls to action

Kristof‐Brown

Schneider

2023

Personnel Psychology

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The article presents a personal historical review of the person‐organization fit (PO) literature by Amy Kristof‐Brown, Benjamin Schneider and Rong Su. We present six conundrums and research evidence about each that we've encountered while studying fit during our careers: (1) What exactly is PO fit?—the term can be narrowly or broadly defined, but must be distinguished from other forms of Person‐Environment (PE) fit; (2) What is the best way to measure PO fit?—there are a variety of ways, each with strengths and liabilities and the measure of P and O can vary across a variety of attributes; (3) At what level of analysis is PO fit?—although conceptually cross‐level, it has been studied most frequently as an individual‐level variable; (4) To what extent does PO fit actually matter?—quite a bit, especially with regard to individual attitudes and turnover, but there are many caveats including measures and national culture; (5) Is PO fit always desirable?—for individuals generally yes, but there can be benefits of misfit; for organizations the answer is still unknown, particularly with regard to diversity; and (6) What are the implications of PO fit change over time?—it is clear that people engage in purposeful activity toward establishing fit in their lives, and purposeful organizational tactics toward accomplishing productive fit is recommended. Addressing these conundrums, we provide thoughts on future directions for research on PO fit and practical implications for managers who want to maximize the benefits of PO fit.

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A Meta-Analytic Review of Job Embeddedness and Turnover Intention: Evidence from South-East Asia

Setthakorn,

Rostiani,

Schreier

2024

Sage Open

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This meta-analytic study examines the relationship between job embeddedness and turnover intention in Thailand and Indonesia. Through the analysis of 22 independent samples consisting of 8,196 participants, the aim is to determine the universal applicability of job embeddedness as a predictor of employee turnover. Using the Hunter and Schmidt method, ensuring methodological rigor and accuracy in the estimation and interpretation of effect sizes, the study finds a significant negative association between job embeddedness and turnover intention ( r = −.44). The dimensions of fit and sacrifice are both negatively correlated with employees’ decision to quit ( r = −.27 for both), while the dimension of link does not exhibit such a relationship. Organizational embeddedness and community embeddedness are both negatively associated with turnover intention, with organizational embeddedness being a stronger predictor. The moderating effect of gender on the relationship between job embeddedness and turnover intention is not supported. The study concludes by discussing the theoretical and practical implications of the findings, highlighting the need for further empirical research on job embeddedness and turnover intention in the Southeast Asian context.

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

Cited by 3 publications

References 17 publications

The association between Servant Leadership, Career Adaptability and Job Embeddedness among Staff Nurses at Main Mansoura University Hospital

The association between Servant Leadership, Career Adaptability and Job Embeddedness among Staff Nurses at Main Mansoura University Hospital

Person‐organization fit theory and research: Conundrums, conclusions, and calls to action

A Meta-Analytic Review of Job Embeddedness and Turnover Intention: Evidence from South-East Asia

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