Abstract
The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed.
Highlights
The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands
Mitchell et al (2001) explored the reasons why workers stay in their jobs rather than leave, suggesting that multiple attachments to their organization and community may keep them in their current job, even if they are dissatisfied (Ng & Feldman, 2007)
OE was negatively correlated with organizational turnover intention (r 1⁄4 À.30, p < .001) and occupational turnover intention (r 1⁄4 À.15, p 1⁄4 .049) and was positively correlated with confidence (r 1⁄4 .17, p 1⁄4 .022)
Summary
The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Workers are increasingly making transitions, leaving their current jobs or occupations for new ones (organizational, respectively, occupational turnover) more frequently than ever before (Sullivan & Al Ariss, 2019). This trend is expected to continue as globalization and the automation of work accelerates (Hirschi, 2018). Our study answers the calls for (1) more research on the causes of transitions (McElroy & Weng, 2016), (2) the combining of perspectives (Sullivan & Al Ariss, 2019), and (3) the inclusion of the role of context in the shaping of worker’s careers (Akkermans et al, 2018)
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