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Banerjee, Sharmistha
- Relationship Between Job Embeddedness and Employees’ Turnover Intention:A Study on Private Airlines in India
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Authors
Affiliations
1 University of Calcutta and Senior Manager (Operations), Airports Authority of India, IN
2 Department of Business management, University of Calcutta, West Bengal, IN
3 ASPIRE, Administrative Staff College of India, Hyderabad, Telangana, IN
1 University of Calcutta and Senior Manager (Operations), Airports Authority of India, IN
2 Department of Business management, University of Calcutta, West Bengal, IN
3 ASPIRE, Administrative Staff College of India, Hyderabad, Telangana, IN
Source
Journal of Strategic Human Resource Management, Vol 7, No 3 (2018), Pagination: 9-14Abstract
Job embeddedness is recognized as important factor in turnover literature in retaining valuable talented employees and develop a sustainable edge of the organization. Job embeddedness is taking centre stage in analysing employees’ turnover intention because an individual’s decision to leave an organization is highly shaped by the work environment in which the employee is embedded, in addition to the job per se. Using a sample of 416 employees belonging to four renowned organizations of Indian Airlines Industry namely Indigo, Spice Jet, Go Air and Jet Airways, in this study, an attempt has been made to find out the relationship between job embeddedness and turnover intention of Non-technical employees in Airlines Industry in India. Through the results, an important relationship between these two variables can be seen substantiating available literature. However, this study disaggregates job embeddedness into its components Link, Fit and Sacrifice, to assess their impact on turnover intention, separately. In the results, it is revealed that the participants having lower job embeddedness tend to have a higher turnover intention and it is found that Link and Fit have been significant influencers on turnover intention.Keywords
Fit, Job Embeddedness, Link, Sacrifice, Turnover Intention.
References
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- Lee, T. W., & Mitchell, T. R. (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51-89.
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- Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001) Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102- 1121.
- Mobley, W. (1997) Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62, 237-240.
- Takawira, N., Coetzee, M., & Schreuder, D. (2014) Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study. SA Journal of Human Resource Management, 12(1).
- Constructing a Commitment Scale and Developing a Model of Organizational Commitment for IT Industry in Eastern India
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Authors
Affiliations
1 Research Scholar, Department of Business Administration, University of Calcutta, IN
2 Associate Professor, Department of Management and Business Administration, Aliah University, Newtown, Kolkata, West Bengal, IN
3 Department of Business Administration, University of Calcutta, IN
4 Associate Director, PepsiCo India, Kolkata, West Bengal, IN
1 Research Scholar, Department of Business Administration, University of Calcutta, IN
2 Associate Professor, Department of Management and Business Administration, Aliah University, Newtown, Kolkata, West Bengal, IN
3 Department of Business Administration, University of Calcutta, IN
4 Associate Director, PepsiCo India, Kolkata, West Bengal, IN
Source
Review of Professional Management- A Journal of New Delhi Institute of Management, Vol 17, No 1 (2019), Pagination: 1-17Abstract
The concept of organisational commitment (OC) has evoked considerable interest among scholars. While extant literature is rich in generalized studies on employee organisational commitment, it may be pertinent to develop an understanding of this aspect in the IT sector. The present study identifies variables as well as the sub-variables, of organizational commitment. Subsequently, the study constructs and validates an instrument to measure the reconceptualised OC construct, using an empirical study of the IT sector of Kolkata. Data are analysed using the technique of Structural Equation Modelling. The results indicate that an increase in emotional attachment leads to a resultant increase in employee commitment, in the context of the IT sector in the city of Kolkata, India. The results show that an increase in alignment between the employee's beliefs and the organizational beliefs leads to an increase in employee commitment. It is also found that an employee’s emotional attachment does not proportionately translate to an employees' concurrence with the organizational beliefs. The present study is specifically on the IT sector in Kolkata. Consequently, the present article does not express any pretentions of being generalizable, and may not be extendable to even the overall IT sector in India. Further studies in other cities may bring out certain more aspects of employees' commitment.Keywords
Organizational Climate, Organizational Culture, Organizational Commitment, Emotional Attachment, Organizational Goals.Full Text
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- Is the peer review system in scientific publishing broken?
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Authors
Affiliations
1 Department of Biochemistry, School of Life Sciences, University of Hyderabad, Hyderabad 500 046, IN
2 Council of Scientific and Industrial Research, Anusandhan Bhavan, 2, Rafi Marg, New Delhi 110 001, IN
1 Department of Biochemistry, School of Life Sciences, University of Hyderabad, Hyderabad 500 046, IN
2 Council of Scientific and Industrial Research, Anusandhan Bhavan, 2, Rafi Marg, New Delhi 110 001, IN
Source
Current Science, Vol 122, No 8 (2022), Pagination: 877-878Abstract
No Abstract.Keywords
No keywordsFull Text
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