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Shrinking Employees Turnover Intention by applying Tools of Job Embeddedness (Used as a Mediator)

Author

Listed:
  • Faiz Ullah Khattak
  • Qaiser Mehmood
  • Aamir Mumtaz
  • Ijaz Ur Rehman
  • Kashif Ur Rehman

Abstract

The current research study examined the association among the HRM practices through job embeddedness (as a mediator) and employee turnover intentions. In this study, the researchers used new construct i.e. job embeddedness to explore its mediating impact on the relationship between employee turnover intentions and HRM practices such as training, compensation, career planning, performance appraisal and supervisor support. Job embeddedness was studied in terms of fit, links, and sacrifice organization. Job embeddedness plays a crucial role to reduce turnover. If organization applies these HRM practices in true letter and spirit, then their employees will be more satisfied, committed, and loyal to that organization. If employees are more embedded to the organization in a positive manner, so that employees are more committed, satisfied and impacts their performance.

Suggested Citation

  • Faiz Ullah Khattak & Qaiser Mehmood & Aamir Mumtaz & Ijaz Ur Rehman & Kashif Ur Rehman, 2012. "Shrinking Employees Turnover Intention by applying Tools of Job Embeddedness (Used as a Mediator)," Information Management and Business Review, AMH International, vol. 4(7), pages 370-378.
    • Handle: RePEc:rnd:arimbr:v:4:y:2012:i:7:p:370-378
    DOI: 10.22610/imbr.v4i7.991
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    References listed on IDEAS

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    3. Chan, David, 1996. "Cognitive Misfit of Problem-Solving Style at Work: A Facet of Person-Organization Fit," Organizational Behavior and Human Decision Processes, Elsevier, vol. 68(3), pages 194-207, December.
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