Designing and Evaluating Employees' Job Embeddedness Model

Document Type : Original Article

Authors

1 Prof., Department of Human Resource Management, Faculty of Strategic Management, Supreme National Defense University, Tehran, Iran

2 Assistance Prof., Department of Business, Faculty of Management and Accounting, Farabi Campus, University of Tehran, Qom, Iran.

3 PhD, Department of Public Administration, Faculty of Management and Accounting, Roodehen Branch, Islamic Azad University, Tehran, Iran.

Abstract

voluntary turnover of employees. Voluntary turnover makes numerous direct and indirect costs for the organizations. Thus, the organizations are always looking for approaches to retain their employees. Job embeddedness is one of the innovative approaches to prevent employees from voluntary turnover. Accordingly, the purpose of this study is to present an employees' job embeddedness model.
Methodology: The present study employed a mixed sequential exploratory design. The research strategy was data theory of the foundation and its participants include Iranian senior managers and deputy human resources in insurance industry. Through targeted sampling and observance of theoretical saturation, 13 individuals were interviewed. The main data collection tools in the qualitative section were semi-structured interviews, and in the quantitative section, a researcher-made questionnaire was used to validate the conceptual model. The inter-coder reliability method was employed to assess the reliability of the interviews, and the seven-step procedure was used to assess the validity.
Findings: The conceptual model was determined in the form of a paradigm model. Causal factors include individual, occupational, organizational, and community factors; Dimensions of the main phenomenon consist of cohesion, proportion, and sacrifice; Intervention conditions contain type of organization, individualist-collectivist culture, and gender; Underlying conditions include facilitators and limiting factors; Mechanisms consist of external links, internal links, maintaining human dignity, human resource management measures, empowerment, and participation programs; And finally, the consequences encompass the consequences of individual level, organizational level, and macro level (community). Besides, the results of model validation carried out through structural equation modeling revealed that, according to the experts' opinions, the conceptual model has sufficient validity.
Conclusion: Using this model as well as observing the considerations governing it at each stage, aid organizations, especially insurance companies, to prevent the voluntary departure of their staff and keep them in the organization. This provides a new platform for future research on employee retention in the organization and attention to the community context in this area.

Keywords

References

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Journal of Human Resource Management
Volume 12, Issue 1
March 2022
Pages 152-178

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History

  • Receive Date: 02 December 2021
  • Revise Date: 06 February 2022
  • Accept Date: 14 April 2022

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