Abstract
Job embeddedness is both a theory and a model of employee retention. Having emerged in 2001 as a paradigm-shifting response when answers were sought as to why people stay in organizations, job embeddedness has, over the past 20 years, become a robust and reliable predictor of turnover intentions, and actual turnover. In this chapter, we cover the history of job embeddedness, its nomological network, the use of job embeddedness in different cultural contexts, and issues in measuring job embeddedness. Finally, to end the chapter, we present a critique of the field, as well as future research directions and the implications these have for practice in organizations of today.
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