Links, fit or sacrifice: job embeddedness and intention to quit among Generation Y

Abstract

PurposeThe study aims to determine how the relationship among links, fit and sacrifice (dimensions of job embeddedness) influence employees' intention to quit in the case of professionals belonging to Generation Y.Design/methodology/approachA quantitative correlational study was conducted with a cross-sectional dimension of time. The survey technique was applied through a certified online panel. The sample consisted of 211 members of Generation Y.FindingsIt has been verified that the only significant dimension for Generation Y is sacrifice.Research limitations/implicationsIt is necessary to extend the study of the dimensions of job embeddedness and their influence on employees' intention to quit in different demographic groups. It would be advisable to conduct longitudinal studies to observe the dynamics of job embeddedness throughout the years.Practical implicationsOrganizations concerned with retaining the talent of young professionals can focus on the development of policies and benefits that encourage sacrifice.Social implicationsThe finding that the sacrifice dimension is the one that would reduce the intention to leave for Generation Y will help to ensure that organizations retain the workforce that they value.Originality/valueThe study is important to gain a better understanding of Generation Y behavior. In addition, in response to the demand from the literature, the sample considered only Generation Y with work experience.

Expanded-Multidimensional turnover intentions: Scale development and validation

“…Previous studies have found that job embeddedness has a negative relationship with the intent to quit a job (Clinton et al, 2012, Dechawatanapaisal, 2018, Karatepe, 2013. Quite a few researchers have considered the dimensionalities of job embeddedness and intent to quit (e.g., Fuchs, 2021). It was necessary to compare this measurement and the dimensions of job embeddedness.…”

Job embeddedness and turnover intention in the public sector: the role of life satisfaction and ethical leadership

“…Although the number and quality of these connections may vary, the more links a person has with the business and community, the more embedded they are in their work (Reitz and Anderson, 2011). Examples of work links include those with colleagues and clients, whereas non-work links include those with family and friends in the community (Fuchs, 2022). Abelson (1987) evaluated factors pertaining to both on- and off-the-job connections and discovered that factors, such as age, marital status, tenure, and the presence of dependent children, increased an employee's likelihood of remaining in their position.…”

“…Both organisational and community fit were found to be negatively associated with TI. The greater the fit, the more likely that an employee will feel both professionally and personally bonded to the company (Fuchs, 2022; Reitz and Anderson, 2011).…”

Pengaruh Kelekatan Pekerjaan terhadap Intensi Keluar dan Kinerja Karyawan

“…Karyawan yang kurang mendapatkan perhatian akan menyebabkan terjadinya intensi keluar, yang selanjutnya mereka akan benar-benar mengundurkan diri dari pekerjaannya (Tett dan Meyer, 1993). Keluarnya karyawan memberikan dampak negatif bagi organisasi secara finansial maupun non-finansial sehingga untuk mempertahankan karyawan agar tetap tinggal dalam perusahaan merupakan sebuah tantangan saat ini (Fuchs, 2021). Menurut Hay Group (2013), terdapat prediksi dalam peningkatan tingkat turnover dari tahun 2013-2018 secara global.…”