How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness

He, Zhenhua; Chen, Lifeng; Shafait, Zahid

doi:10.1016/j.heliyon.2023.e14409

Cited by 6 publications

(4 citation statements)

References 59 publications

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“…Compared with the ndings of Chai et al [54], the participants in this study scored higher on organizational climate, which may be due to the fact that all of their subjects were nurses in the intensive care unit, who were exposed to patients who were usually sicker and had a higher nursing workload, and therefore the organizational climate was more serious than in other departments in the hospital. In addition, the job embeddedness scores of the young nurses in this study were slightly lower than those in He et al's [55] study, which we hypothesized to be due to the fact that most of their study subjects were concentrated in economically developed regions such as Shanghai and Beijing, where enterprises tend to have a more sound management model and pay more attention to humanistic care, which, to a certain extent, enhances the sense of belonging to the organization and identi cation, and therefore have a higher job embedding level.…”

Section: Discussioncontrasting

confidence: 86%

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

Song,

Shi,

Zheng

et al. 2024

Preprint

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Background: The level of nurses’ job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients’ treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results: There was a significant positive correlation between job performance and perceived organizational justice (r= 0.477, p < 0.01), organizational climate (r = 0.500, p< 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.518) consisted of a direct effect (β = 0.313) as well as an indirect effect (β= 0.205) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.58% of the total effect. Conclusions: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points.

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Section: Discussioncontrasting

confidence: 86%

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

Song,

Shi,

Zheng

et al. 2024

Preprint

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“…When it comes to the reasons for turnover in the psychological field, a recent study in China conducted a questionnaire survey on nearly 400 Chinese intellectuals and found that knowledge workers' psychological contract violations have a significant direct impact on turnover intention, while job embeddedness moderating the effect on turnover intention which caused by psychological contract violations [7].…”

Section: Job Embeddedness and Turnovermentioning

confidence: 99%

Job Embeddedness Review: Presentation, Measurement and Development

2023

AEMPS

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Employee turnover to organization is large cost, how to retain employees is the key issue facing the organization. The explanation of why people turnover has always been the focus of scholars. After traditional turnover models failed to meet the need for explanation, job embeddedness was proposed, which, clearly, differs from elements like job choice or organizational commitment. Job embeddedness comprehensively considers the relationship between people and organization, community through three dimensions, they are links, fit as well as sacrifice. By reviewing the previous research, this study summarizes the concept of job embeddedness, the composite measure and the global measure of job embeddedness and empirical research in different directions. Job embeddedness is highly correlated with turnover, so organizations can use it to help predict employee turnover. Secondly, job embeddedness has a positive correlation with job performance. Employees who have higher job embeddedness will perform better in their work. On the other hand, job embeddedness can act as a moderating variable to study its relationship with job performance and other variables. Third, the relevant research on job embeddedness and gender are summarized. Due to cultural reasons, women are more likely to receive unfair treatment at high embeddedness. Finally, based on the existing studies, this study holds that the previous studies did not pay equal attention to the off-the-job embeddedness, and the use of cross-cutting research resulted in a lack of understanding of employees. Future scholars can develop a new scale to measure job embeddedness more accurately.

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“…A previous study [5] employed a meta-analytic technique to identify which factors, such as age, pay, tenure, job satisfaction, and employment perception, have a high correlation with 76 HYBRID GADEEPAUTOENCODERKNN MODEL FOR EMPLOYEE TURNOVER PREDICTION employee turnover. However, job satisfaction is a direct measure of the employees' attitudes toward their work, including various factors such as the work environment [6]. Job satisfaction serves as an indicator of how employees perceive their job and has been found to have a significant impact on the likelihood that an employee will leave the organization.…”

Section: Introductionmentioning

confidence: 99%

“…Job satisfaction serves as an indicator of how employees perceive their job and has been found to have a significant impact on the likelihood that an employee will leave the organization. Thus, job satisfaction is a critical factor to consider when predicting employee turnover [6]. Typically, high turnover has detrimental impacts on an organization because it may be difficult to find an appropriate candidate to replace an employee with specific expertise.…”

Section: Introductionmentioning

confidence: 99%

Hybrid GA–DeepAutoencoder–KNN Model for Employee Turnover Prediction

LIM,

MALIK,

KHAW

et al. 2023

Stat., optim. inf. comput.

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Organizations strive to retain their top talent and maintain workforce stability by predicting employee turnover and implementing preventive measures. Employee turnover prediction is a critical task, and accurate prediction models can help organizations take proactive measures to retain employees and reduce turnover rates. Therefore, in this study, we propose a hybrid genetic algorithm–autoencoder–k-nearest neighbor (GA–DeepAutoencoder–KNN) model to predict employee turnover. The proposed model combines a genetic algorithm, an autoencoder, and the KNN model to enhance prediction accuracy. The proposed model was evaluated and compared experimentally with the conventional DeepAutoencoder–KNN and k-nearest neighbor models. The results demonstrate that the GA–DeepAutoencoder–KNN model achieved a significantly higher accuracy score (90.95\%) compared to the conventional models (86.48% and 88.37% accuracy, respectively). Our findings are expected to assist HR teams identify at-risk employees and implement targeted retention strategies to improve the retention rate of valuable employees. The proposed model can be applied to various industries and organizations, making it a valuable tool for HR professionals to improve workforce stability and productivity.

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How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness

Cited by 6 publications

References 59 publications

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

The impact of perceived organizational justice on young nurses' job performance: a chain mediating role of organizational climate and job embeddedness

Job Embeddedness Review: Presentation, Measurement and Development

Hybrid GA–DeepAutoencoder–KNN Model for Employee Turnover Prediction

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