Job Embeddedness Review: Presentation, Measurement and Development

Abstract

Employee turnover to organization is large cost, how to retain employees is the key issue facing the organization. The explanation of why people turnover has always been the focus of scholars. After traditional turnover models failed to meet the need for explanation, job embeddedness was proposed, which, clearly, differs from elements like job choice or organizational commitment. Job embeddedness comprehensively considers the relationship between people and organization, community through three dimensions, they are links, fit as well as sacrifice. By reviewing the previous research, this study summarizes the concept of job embeddedness, the composite measure and the global measure of job embeddedness and empirical research in different directions. Job embeddedness is highly correlated with turnover, so organizations can use it to help predict employee turnover. Secondly, job embeddedness has a positive correlation with job performance. Employees who have higher job embeddedness will perform better in their work. On the other hand, job embeddedness can act as a moderating variable to study its relationship with job performance and other variables. Third, the relevant research on job embeddedness and gender are summarized. Due to cultural reasons, women are more likely to receive unfair treatment at high embeddedness. Finally, based on the existing studies, this study holds that the previous studies did not pay equal attention to the off-the-job embeddedness, and the use of cross-cutting research resulted in a lack of understanding of employees. Future scholars can develop a new scale to measure job embeddedness more accurately.