Abstract
It is evident from the past research that employees who perceive the organizational policies as not just, the employees tend to leave the organizations and start their professional career in other organizations where they feel comfortable and organization policies as fair and just. Literature accords the moderate relationship of job embeddedness on turnover intentions. This study analyzed the moderate relationship of job embeddedness on turnover intentions and organizational justice in banking sector of Pakistan. Sample of study consists of 313 banking employees from different cadre. Regression Analysis was used to analyze the data. Results clearly indicate that job embeddedness do not moderate the relationship of turnover intentions and organizational justice. There is further need to explore the role of job embeddedness in other professional organizations. Implications for management and future directions are discussed.
Highlights
Numerous organizations invest in the human resources because its importance cannot be denied within organizational context
If employees are not treated fairly, which is termed as organizational justice, it leads towards employees turnover (Cohen-Charash & Spector, 2001).There are several strategies which help in molding employees decision to stay on job; job embeddedness is one of them (Holtom et al, 2006)
Misfits with the organization’s values dismissed slightly faster than fits (O'Reilly et al, 1991).If individual personal values fit with the job they have less turnover intentions (Chan, 1996) Sacrifice Sacrifice is the third attribute of Job Embeddedness and engages the easiness with which links can be devastated
Summary
Numerous organizations invest in the human resources because its importance cannot be denied within organizational context. If employees are not treated fairly, which is termed as organizational justice, it leads towards employees turnover (Cohen-Charash & Spector, 2001).There are several strategies which help in molding employees decision to stay on job; job embeddedness is one of them (Holtom et al, 2006). It significantly reduces the employee turnover intentions (Tanova & Hotom, 2008; Bergiel et al, 2009). There is a strong need to analyze the moderating role of job embeddedness in the developing countries (Ramesh and Gelfand, 2010; Zhang et al, 2012)
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