PurposeThe purpose of this paper is to test the whether job embeddedness is a mediator of the relationship between human resource practices and employees’ intention to quit. The study presented here used job embeddedness, a new construct, to investigate its mediation effect on the relationship between employees’ intentions to leave and four areas of human resource practices: compensation, supervisor support, growth opportunity and training.Design/methodology/approachA questionnaire was given to employees at a state department of corrections asking their attitudes about their job, their place of employment, and the agency as a whole. The results of this questionnaire were analyzed utilizing the four‐step method for mediation analysis.FindingsJob embeddedness fully mediated compensation and growth opportunity, partially mediated supervisor support, and did not mediate training in relation to employees’ intention to quit. Research limitations/implications –A self‐reported, cross‐sectional questionnaire was used to collect all measures. Additionally, this study used a single sample. Future research needs to obtain more diversified samples and continue to expand current research by examining additional areas of human resource practices.Practical implicationsManagers can utilize several strategies and tactics from a variety of human resource practices in order to build deeper links, make a better fit, and create greater potential sacrifices for employees should they decide to look for or pursue other employment opportunities.Originality/valueThis paper presents one of the first studies to examine how job embeddedness develops, and what factors cause employees embedded in their jobs to keep them from leaving the organization.

Purpose A recent major development in the turnover literature is the introduction of the job embeddedness (JE) construct. Although it has been shown to impact organizational outcomes such as voluntary turnover, there is very limited research on how JE develops or its generalizability. In an effort to begin addressing this gap, this paper aims to investigate a range of presumed organizational antecedents of JE in the context of Vietnam. Design/methodology/approach A written survey questionnaire was used to collect data from employees in a state-owned company in Hanoi, Vietnam. Of the 473 survey questionnaires distributed to company employees, a total of 292 were determined usable surveys, producing an effective response rate of 61.7 per cent. Findings The results indicated that organizational rewards, growth opportunities and procedural justice directly influence JE. In addition, perceived organizational support was found to mediate the relationships between these organizational factors and JE. Originality/value This study contributes to the literature on both perceived organizational support and JE. In addition, this study is the first to empirically test the relationships among these two constructs and other organizational variables in the country of Vietnam.

A network-based control system includes many connected devices, and time synchronization plays an important role in the unified operation of those systems. A clock servo needs a guarantee time offset and a clock rate to minimize the time difference between devices. This paper proposes an adaptive clock servo to improve time synchronization. This proposed algorithm uses a fuzzy-based proportional-integral clock servo (fuzzy-PI) based on IEEE 1588 to reduce the frequency of clock compensation. This method adapts the bandwidth and enhances noise reduction, improving both the time offset and rate difference between the slave and master. The node time can synchronize with the master time after just one cycle of synchronization. Experiments validated the effectiveness of the algorithm and demonstrated that the slave can track the master with the mean and standard deviation of the time offset are 0.432ns and 4.402ns. A cycle time of one second is used to ensure a low-bandwidth network. With these results, the number of nodes over a real-time network can be increased.

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