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Leiyun, Ren (2022) What Factors Moderate the Relationship between Job Embeddedness and Turnover Intention, Organizational Citizenship Behavior and Employee Performance. [Dissertation (University of Nottingham only)]

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Abstract

Employee turnover is a persistent challenge for all businesses in today's highly

competitive economy, as employees are an organisation's most valuable asset.

Employee turnover, particularly when critical employees depart, will result in

considerable financial losses for the business. As the largest component of the

labour force, Generation Y has been proved to have a high turnover rate and

turnover tendency (Lee et al., 2018). To shed light on why some millennial

employees consider leaving their employers while others do not, based on the

original model theory of job embeddedness, this paper examines the moderating

effects of job alternatives, individualism-collectivism, risk aversion, gender,

household registration and contractual nature on the relationship between job

embeddedness and turnover intention and work-related outcomes. Primary data

are collected via questionnaires from the target group of Chinese millennials.

According to the collected and analysed results, it is found that the view that job

embeddedness can well predict turnover intention is also applicable to Chinese

millennials. The findings also show that job alternatives, individualism-collectivism,

risk aversion, and gender can act as moderators in the relationship between job

embeddedness and turnover intention, organisational citizenship behaviour and

employee performance. Taken together, these findings suggest that individuals

can be embedded differently and react differently to embedded perceptions. Based

on these findings, an employee retention framework incorporating risk aversion,

job alternatives, individualism-collectivism, as well as gender retention strategies

are conceptualised and recommended to human resource practitioners in the

operations and development industries to optimise their millennial employee

retention.

Item Type:	Dissertation (University of Nottingham only)
Depositing User:	Ren, Leiyun
Date Deposited:	25 Apr 2023 15:07
Last Modified:	25 Apr 2023 15:07
URI:	https://eprints.nottingham.ac.uk/id/eprint/67815

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