Job Embeddedness: a Strategy to Reduce Voluntary Turnover Intention

Alifah Ratnawati,M Husni Mubarok,Mulyana Mulyana,Ken Sudarti

doi:10.15294/jdm.v11i2.22876

Alifah Ratnawati, M Husni Mubarok + Show 2 more

Open Access

https://doi.org/10.15294/jdm.v11i2.22876

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Abstract

This study examines the relationship between Job Embeddedness and Job Insecurity to voluntary turnover intention and job performance. The sample of this study were 209 respondents from permanent or contract employees who worked as secretaries, clerical or administrative personnel in government or private offices in Central Java, Indonesia. This study used Structural Equation Modelling (SEM) for hypothesis testing. Result of this job insecurity cannot be used to predict voluntary turnover intention or job performance. Job embeddedness is divided into three types, namely job embeddedness link, job embeddedness fit, and job embeddedness sacrifice. Job Embeddedness link and Job Embeddedness fit have no effect on voluntary turnover intention, but they can be used to predict job performance. In contrast, Job embeddedness sacrifice has an effect on voluntary turnover intention but cannot be used to predict job performance. Voluntary turnover intention proved able to be used to predict job performance.

Highlights

The voluntary turnover intention in a company receives special attention for practitioners and academics because it will have an impact on job performance
We believe that this research can contribute to how to decrease voluntary turnover intention, by increasing job embeddedness sacrifice
The decrease of Voluntary Turnover Intention is done through job embeddedness sacrifice

Summary

INTRODUCTION

The voluntary turnover intention in a company receives special attention for practitioners and academics because it will have an impact on job performance. An employee who has low attachment with the organization, they will often think to leave the organization and having the intention to move from their jobs This will impact on job performance because employees often skip work, often come late, and have no concentration in work, etc. It is expected that by increasing Job Embeddedness and reduced voluntary turnover intention will be able to improve job performance so that the company will be more survive. Attitudes that arise when employees are indicated to do voluntary turnover intentions are that employees often think of leaving the organization, think of looking for new jobs for the year and think that if they have options, they will choose to work in another organization (Chang et al, 2013). The hypothesis is proposed: H1: Voluntary turnover intention negatively affects job performance

H2: There is a negative relationship between job insecurity and job performance

METHOD

AND DISCUSSION

Findings

CONCLUSION AND RECOMMENDATION