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About: Job embeddedness     Goto   Sponge   NotDistinct   Permalink

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Type: yago:WikicatAspectsOfOrganizationsyago:WikicatOrganizationalConstructsyago:Abstraction100002137yago:Aspect105850624yago:Cognition100023271yago:Concept105835747yago:Content105809192yago:Feature105849789yago:Idea105833840yago:Property105849040yago:PsychologicalFeature100023100book New Facet based on Instances of this Class

Job embeddedness is the collection of forces that influence employee retention. It can be distinguished from turnover in that its emphasis is on all of the factors that keep an employee on the job, rather than the psychological process one goes through when quitting. The scholars who introduced job embeddedness described the concept as consisting of three key components (links, fit, and sacrifice), each of which are important both on and off the job. Job embeddedness is therefore conceptualized as six dimensions: links, fit, and sacrifice between the employee and organization, and links, fit and sacrifice between the employee and the community.