Exploring the interpersonal determinants of job embeddedness and voluntary turnover: A conservation of resources perspective

Abstract

This paper draws on a conservation of resources perspective to understand employee voluntary turnover. We conceptualise voluntary turnover as an outcome of resource loss, and we view job embeddedness as an indication of resource levels. On the basis of this conceptualisation, we propose that workplace ostracism and leader–member exchange (LMX) affect voluntary turnover via job embeddedness. We also propose an interaction effect of workplace ostracism and LMX: Workplace ostracism increases voluntary turnover by depleting job embeddedness only when people experience high‐quality LMX. Data from 352 employees in a Chinese software company obtained through a three‐wave survey support our model. Our findings illuminate the resource consequences of interpersonal interactions on job embeddedness and voluntary turnover, and we offer practical implications for employee retention.

Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

“…Specifically, COR theory is built upon the concept of resources, which refer to things that people value, such as objects, but also conditions (for instance the quality of the relationship with one’s supervisor, and developmental opportunities at work), personal characteristics (i.e., one’s age) and energies, and social support from one’s supervisor and close colleagues [53]. We use COR theory to provide an overarching framework for understanding occupational turnover intention [54]. In particular, drawing from the notion that people seek resources to fulfill their goals [52], nurses will remain in their health care organization in case it provides the resources they need.…”

The Crossover Effects of Supervisors’ Workaholism on Subordinates’ Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion

“…Therefore, where the threat of resources persists, individuals make efforts to minimize such threats. For instance, workers were found to exhibit turnover behavior in order to protect themselves from further resource loss [84,85]. In particular, individuals who are emotionally drained have a tendency to employ avoidance or withdrawal coping strategies [86].…”

Three-Way Interaction Effect of Job Insecurity, Job Embeddedness and Career Stage on Life Satisfaction in A Digital Era

“…The construct may actually imply two sub-dimensions: Organizational (on the job) embeddedness and community (off the job) embeddedness. However, many past studies have regarded JE as a unidimensional construct and examined how it directly links to a wide range of individual-level outcomes (e.g., work attitudes and behavior) [17,32] because JE, as a broad perceptual construct, consists of social, financial, psychological, and environmental components that entangle people within a specific psychological web [33]. We follow their suggestions in this paper.…”