Job Embeddedness Research Articles

The Mediating Role of the Two Aspects of Job Embeddedness between, Perceived Social Support, the Quality of Work Life and Career Success, an Integrative Model of Organization, Community (Fit-Link-Sacrifice)

The Mediating Role of the Two Aspects of Job Embeddedness between, Perceived Social Support, the Quality of Work Life and Career Success, an Integrative Model of Organization, Community (Fit-Link-Sacrifice)

Exploring the Impact of Leader Narcissism on the Job Embeddedness of a New Generation of Employees in the Chinese Context

Abstract: Narcissism is the personality trait of being arrogant, lacking empathy and manipulative, and in conjunction with leadership, narcissistic leaders have a profound impact on the organizational environment and employee behaviour. As the new generation of employees develops into the core human resources of Chinese companies, the effect of narcissistic leadership on new-generation subordinates becomes a more worthwhile topic in organizational behaviour. This study constructs the influence of narcissistic leaders on job embeddedness based on the social exchange theory and conservation of resources theory. This study collected and analyzed data from 201 Chinese young generation employees through an online questionnaire. The findings suggest that narcissistic leaders had a significant negative correlation with employees' job embeddedness; job stress and employee silence mediate the relationship. This study may be unable to track the long-term effects of the factors and is limited to the Chinese context. However, the results of this study not only enrich the literature in the field but also provide practical references for organizations to lessen the impact of leaders dark personalities and employees negative behaviors.

Unraveling the nexus: the impact of abusive supervision on project performance via sequential mediation of job embeddedness and job frustration

PurposeBased on the conservation of resources (COR) theory, this study seeks to investigate how job embeddedness (JE) and job frustration (JF) as serial mediators linking abusive supervision (AS) to project performance (PP) in the construction industry.Design/methodology/approachData were gathered from 297 respondents working in six organizations involved in large-scale construction projects. The respondents were project managers, field engineers, consultants and civil engineers. Partial least squares structural equation modeling was used for data analysis and hypothesis testing.FindingsThe study findings indicate that JE and JF mediate AS’s impact on PP. The findings further reveal that JE and JF serially mediated the linkage between AS and PP.Originality/valueThis manuscript contributes to the relevant knowledge by investigating the overlooked psychological mechanisms of JE and JF between the linkage of AS to PP. The results of this study hold significant implications for both theoretical research and management practices.

Unmasking the interplay between gaslighting and job embeddedness: The critical roles of coworker support and work motivation

Abstract Until now the research has mainly examined visible abusive supervision, like aggression and violence, but it’s unclear how subtle forms, such as gaslighting, impact victims. Gaslighting, an emotionally and psychologically manipulative form of abuse, is an increasingly prevalent phenomenon in contemporary times. Based on the conservation of resources theory, we examined how supervisory gaslighting affects job embeddedness directly and indirectly through work motivation. We also explored how coworker support moderates the gaslighting-work motivation link. Structural equation modeling was used to assess the two-wave time-lagged data from 337 Chinese hotel employees. The results show the negative direct and indirect effects of gaslighting, and coworker support moderates the negative link between gaslighting and work motivation. Hotel organizations should exercise caution when hiring supervisors to prevent gaslighting, which can undermine employee motivation and job embeddedness. This study also recommends raising awareness among employees to speak out against supervisors’ gaslighting behavior.

Mediating Role of Job Embeddedness on the Relation Between Psychosocial Safety Climate and Emotional Labor of Staff Nurses

Mediating Role of Job Embeddedness on the Relation Between Psychosocial Safety Climate and Emotional Labor of Staff Nurses

STAYING OR LEAVING? EXPLORING THE ROLE OF JOB EMBEDDEDNESS IN REDUCING TURNOVER INTENTION AMONG HOTEL EMPLOYEES

This research examines the effect of JobEmbeddedness (JE) on turnover intentions (TI) among staff in the hotel industry of Uttarakhand, India. JE, including Fit, Links, and Sacrifice, has become a crucial paradigm for comprehending employee retention. A quantitative technique was employed to collect data from 79 employees across eight hotels. A multiple regression analysis was performed to examine the impact of the dimensions of JE on turnover intention. Results indicate that all three aspects of job embeddedness substantially diminish turnover intention, with Sacrifice exerting the most pronounced influence. Employees who recognize significant compromises associated with leaving, such as the forfeiture of perks and relationships, are the least inclined to indicate intentions to resign. Fit and Links are essential, as a robust alignment between personal values and organization, along with social relationships in the workplace, leads to reduced turnover intentions. The research highlights the significance of incorporating job embeddedness into retention tactics, especially in high-turnover sectors such as hospitality. By concentrating on the aspects of Sacrifice, Fit, and Links, hotel managers can bolster employee retention, diminish turnover expenses, and augment organizational stability. These findings provide significant insights for HR professionals and enhance the prevailing literature on JE and turnover in labor-intensive sectors.

The interplay of job embeddedness, collective efficacy, and work meaningfulness on teacher well-being: a mixed-methods study with digital ethnography in China.

This study examines the influence of teacher job embeddedness, collective efficacy, and work meaningfulness on the psychological well-being of Chinese teachers. The focus is on understanding how these constructs contribute to teacher well-being through a mixed-methods approach. A two-stage structural equation modeling (SEM) analysis was conducted using quantitative data collected from 406 in-service Chinese teachers. The study also incorporated a qualitative phase involving digital ethnography within online teaching communities to provide deeper insights into teachers' experiences. The quantitative analysis revealed significant positive direct effects of job embeddedness, collective efficacy, and work meaningfulness on psychological well-being, with work meaningfulness showing the strongest effect. The mediating role of work meaningfulness partially explained the relationships between job embeddedness, collective efficacy, and teacher well-being. The qualitative findings supported and expanded upon these results, emphasizing the role of a supportive school community and strong administrative leadership. The results suggest that enhancing job embeddedness, collective efficacy, and work meaningfulness can significantly contribute to teachers' psychological well-being. These findings provide actionable insights for school leaders and policymakers in the Chinese educational system to foster environments that promote teacher well-being.

The impact of nurse managers’ boundary spacing leadership on the relationship between nurses’ work embeddedness and innovative work behaviors

AimThis study was designed to examine the nurse managers’ boundary-spacing leadership’s impact on the relationship between nurses’ work embeddedness and innovative work behaviors.BackgroundIn today's evolving healthcare environment, innovation is essential for enhancing patient care, optimizing resources, and supporting healthcare professionals. Nurses are pivotal in driving bedside innovation, but cultivating a culture of innovation within nursing teams involves more than just promoting creative ideas.MethodsThis is a descriptive correlational study that was conducted at one governmental hospital in Tanta, Egypt. Using Nurse Managers Boundary-Spacing Scale for assessing boundary-spacing leadership, The Global Job Embeddedness Scale for measuring work embeddedness, and Innovative Work Behavior Scale for assessing innovative work behavior, 250 nurses were surveyed. Data analysis was run using descriptive and inferential analysis. Correlation and regression analysis were used to examine the study hypotheses.ResultsThere is a statistically significant positive relationship between boundary-spacing leadership and work embeddedness (r = 0.615, p < 0.001). Boundary-spacing leadership accounted for 56% of the variance in work embeddedness and 36% of the variance in nurses' innovative work performance. These results highlight the pivotal role of boundary-spacing leadership in both enhancing nurses' work embeddedness and boosting their innovative behaviors. The substantial variance explained by boundary-spacing leadership underscores its critical influence on fostering a supportive and innovative work environment within the nursing field.ConclusionBoundary spacing leadership style involves connecting internal and external resources, fostering information exchange, and advocating for the nursing team. While work embeddedness positively correlated with innovative work performance, its impact was less significant than boundary-spacing leadership. This suggests that feeling attached to the organization fosters innovation, but leadership style has a stronger influence. Furthermore, the study found a positive and significant correlation between innovative work performance and both work embeddedness and nurse managers' boundary spacing leadership.Practical ImplicationsThe findings emphasize that boundary-spacing leadership is crucial for enhancing both nurses' work embeddedness and innovative behaviors. Healthcare organizations should focus on developing these leadership skills to create a supportive work environment, foster innovation, and improve staff retention

The Effect of Job Skill Demands Under Artificial Intelligence Embeddedness on Employees' Job Performance: A Moderated Double-Edged Sword Model.

With the widespread application of AI technology, the skills and abilities required by employees in their work are undergoing fundamental changes, redefining the roles of employees. This research aims to explore the effect of job skill demands under AI embeddedness on well-being in organizations and job performance. Based on conservation of resources theory, this research randomly selected 479 employees from 8 companies in China using a time-lag method as samples, and conducted statistical analysis with ordinary least squares (OLS). This research found that, job skill demands under AI embeddedness will both increase employees' competency needs, promoting their well-being in organizations and job performance and decrease employees' job embeddedness, inhibiting their well-being in organizations and job performance. Meanwhile, technological anxiety moderated the impact of job skill demands under AI embeddedness on job embeddedness.

From hiding to sharing: a knowledge hiding perspective on knowledge management in MNEs

Purpose Knowledge is a vital strategic resource for multinational enterprises (MNEs). As MNEs expand internationally, knowledge transfer through expatriates is a crucial part of the value proposition of outward foreign direct investment. However, this is undermined if knowledge is hidden rather than shared. Given the scarcity of research on knowledge hiding in MNEs, this paper aims to investigate this phenomenon among expatriates and develops a new framework to analyze knowledge hiding. Design/methodology/approach Survey data from 201 Chinese MNE expatriates is collected and analyzed using Partial Least Squares – Structural Equation Modeling to test the relationships between knowledge hiding, organizational practices, cultural intelligence and job embeddedness. Relevant organizational practices based on the ability-motivation-opportunity enhancing framework were identified, based on 24 semi-structured qualitative interviews which guided the quantitative analysis. Findings The direct effects of organizational practices on all types of knowledge hiding are limited. However, organizational practices’ influence on knowledge hiding is mediated by the cultural intelligence of expatriates, and this relationship is moderated by job embeddedness. Originality/value The research advances current thinking about knowledge management and outlines both theoretical and practical implications at organizational and societal levels. It explores the mechanisms for remedying knowledge hiding through organizational practices, including the interactive effects of cultural intelligence and job embeddedness among expatriates. Organizational knowledge management strategies in MNEs need to recognize cultural differences and improve job embeddedness to form the basis of successful knowledge transfer.

Knowledge Sharing of Self-Initiated Expatriates: The Effects of Job Embeddedness, Career Capital, and Supervisor Incivility

Knowledge Sharing of Self-Initiated Expatriates: The Effects of Job Embeddedness, Career Capital, and Supervisor Incivility

The Effect of Organizational Socialization Tactics on Job Embeddedness: (Applied Study on New Employees at banking sector in Egypt )

The Effect of Organizational Socialization Tactics on Job Embeddedness: (Applied Study on New Employees at banking sector in Egypt )

The influence of job enrichment on job embeddedness and sick presenteeism among nurses.

To understand how job enrichment influences job embeddedness and sick presenteeism among nurses. Job satisfaction and retention are critical issues in healthcare, particularly among nurses. Job enrichment has been identified as a potential strategy to enhance job satisfaction and reduce turnover rates. Understanding its impact on job embeddedness and sick presenteeism can inform policies to improve nurse well-being and organizational effectiveness. A cross-sectional descriptive design following STROBE guidelines was used. Data were collected from 360 nurses working in critical care units of a large university hospital. Three scales were used to measure job enrichment, job embeddedness, and sick presenteeism. Nurses reported high job enrichment and embeddedness levels. However, a significant proportion also exhibited high levels of sick presenteeism. Strong positive correlations existed between job enrichment, job embeddedness, and sick presenteeism. Regression analyses revealed that job enrichment significantly predicted job embeddedness and sick presenteeism. The findings highlight the complex interplay between job characteristics, organizational commitment, and employee health behaviors among nurses. Job enrichment emerged as a critical factor influencing job satisfaction, organizational commitment, and sick presenteeism. The study underscores the need for health policies that promote job enrichment strategies, as they can contribute to nurse retention, reduce sick presenteeism, and enhance productivity in healthcare settings. Nurse retention and job satisfaction can be improved by implementing job enrichment practices in healthcare organizations. Policies to reduce sick presenteeism should prioritize creating healthier work environments and promoting employee well-being. Understanding the cost-effectiveness and productivity gains associated with job enrichment can inform workforce planning and staffing policies, ensuring adequate nurse staffing levels and quality patient care.

The Effect of Clinical Nurses' Job Embeddedness and Social Support on Turnover Intention

The Effect of Clinical Nurses' Job Embeddedness and Social Support on Turnover Intention

Do job crafting and leisure crafting enhance job embeddedness: a moderated mediation model

Do job crafting and leisure crafting enhance job embeddedness: a moderated mediation model

In the Shadow of Ethical Abyss: Unraveling the Threads of Unethical Leadership and Job Embeddedness in Pakistan's Banking Sector through Ostracism and Lifeline of Support

In the Shadow of Ethical Abyss: Unraveling the Threads of Unethical Leadership and Job Embeddedness in Pakistan's Banking Sector through Ostracism and Lifeline of Support

Feel the Pressure? Normative Pressures as a Unifying Mechanism for Relational Antecedents of Employee Turnover

ABSTRACTRelational perspectives on turnover antecedents have gained momentum in recent years, highlighting three distinct relational forces underlying employees' turnover decisions—notably, job embeddedness, social capital, and turnover contagion. However, these distinct perspectives are typically examined independent of one another, with little theoretical integration or holistic understanding of the shared mechanisms through which these relational antecedents operate on turnover intentions and behavior. We propose a conceptual model integrating the three types of relational antecedents (specifying their unique effects), while positing normative pressures from work and nonwork relationships as a fundamental consideration underlying quit decisions that translates their effects on leaving. Our model tests find support for this common mediator, even when controlling for traditional mediating mechanisms (i.e., job attitudes and perceived alternatives). Our tests also include important cultural considerations, allowing for comparisons between national cultures in our sample of nearly 700 surveyed employees and their subsequent quit intentions and behaviors, spanning the USA, Hong Kong, and China. Our tests revealed that on‐ and off‐the‐job embeddedness reduces quit propensity while prospective colleague turnover boosts that propensity. Path analyses further determined that normative pressures predict quit propensity (beyond attitudes and alternatives), and that such pressures mediate how job embeddedness and prospective coworker turnover influence quit propensity. We tease apart these effects across national cultures and discuss theoretical and practical implications of our findings.

Job insecurity and innovative behavior: the mediating role of impression management and the moderating role of job embeddedness

Job insecurity and innovative behavior: the mediating role of impression management and the moderating role of job embeddedness

A Review of Antecedents of Job Embeddedness Among Nurses in Privat Sector Hospital

ABSTRACT High nurse turnover can lead to a shortage of experienced staff, increase the workload for those remaining, and potentially lead to dissatisfaction and negatively impact patient safety and hospital performance. One of the most important factors predicting the decision to change jobs among nurses is the level of job embeddedness. Knowing the antecedent factors of job embeddedness in nurses in the private hospital sector. This research uses the literature study method, using 3 databases by entering keywords that are adjusted to the standard Boolean Operators keywords. This study consisted of 10 articles from various countries. Several antecedent factors of job embeddedness were found in this study, especially in private hospitals. Of the 9 antecedent factors found in this literature review, researchers grouped them into 2 (two) major groups, including individual factors and organizational factors. Individual factors consist of self-efficacy, professional self-concept, work craft, and perceived well-being. Meanwhile, environmental factors consist of leadership, breach of contract, work environment, quality of relationship between leaders and team members (LMX), and work life (values, fairness, community, and control). These findings underscore the importance of developing organizational strategies that support nurses' individual development, create a positive work environment, and consider values, fairness, community, and control in an effort to strengthen nurses' work attachment and maintain their retention in the long term. Keywords: Nurses, Work Engagement, Health Care, Private Sector ABSTRAK Turnover perawat yang tinggi dapat menyebabkan kekurangan staf yang berpengalaman, meningkatkan beban kerja bagi yang tersisa, dan berpotensi menyebabkan ketidakpuasan serta berdampak negatif pada keselamatan pasien dan kinerja rumah sakit. Salah satu faktor terpenting yang memprediksi keputusan untuk berpindah secara sukarela pada kalangan perawat adalah tingkat job embeddedness. Mengetahui faktor antesenden job embeddedness pada perawat di sector rumah sakit swasta. This study uses the literature review method, using 3 databases by entering keywords adjusted to the standard Boolean Operators keyword. Penelitian ini terdiri dari 10 artikel dari berbagai negara. Beberapa factor anteseden job embeddedness ditemukan dalam penelitian ini, khususnya di rumah sakit swasta. Dari 9 faktor anteseden yang ditemukan dalam tinjauan pustaka ini, peneliti mengelompokkannya menjadi 2 (dua) kelompok besar, antara lain faktor individu dan faktor organisasi. Faktor individu terdiri dari efikasi diri, konsep diri profesional, kerajinan kerja, dan perceived well-being. Sementara itu, faktor lingkungan terdiri dari kepemimpinan, pelanggaran kontrak, lingkungan kerja, kualitas hubungan antara pemimpin dan anggota tim (LMX), serta kehidupan kerja (nilai, keadilan, komunitas, dan kontrol). Temuan ini menggarisbawahi pentingnya pengembangan strategi organisasi yang mendukung perkembangan individu perawat, menciptakan lingkungan kerja yang positif, serta mempertimbangkan nilai-nilai, keadilan, komunitas, dan kontrol dalam upaya memperkuat keterikatan kerja perawat dan menjaga retensi mereka dalam jangka panjang. Kata Kunci: Perawat, Keterikatan Kerja, Pelayanan Kesehatan, Sektor Swasta

The Influence of Job Embeddedness on Saudi Female Nurses’ Turnover Intention

This research investigates the impact of job embeddedness on Saudi female nurses’ intention to leave their jobs and the nursing profession entirely. Using established quantitative measures along with the validated measure of family embeddedness by (Alkothami, 2016), 684 Saudi female nurses participated in this research. The results of hierarchal regression analysis support the negative relationship between organisational and family embeddedness and Saudi Arabian female nurses’ turnover intentions. The implication of these results is presented in relation to Saudi healthcare organisation.