Using job embeddedness factors to explain voluntary turnover in four European countries

By Cem Tanova, Brooks Holtom. 2008

280 citations recorded by the source corpus.

Subfields: General Health Professions, Political Science and International Relations, Public Administration

View Paper: https://www.semanticscholar.org/paper/02a419b6c5809ec832ebac5e7eab462aa6882a01

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In General Health Professions

In Political Science and International Relations

In Public Administration

Citations in the corpus

Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover: A multilevel study in Portuguese hotels (2017, methodology): “Prior research has identified seniority, age, education and supervision as related to turnover intentions and job embeddedness (e.g., Mitchell et al., 2001; Tanova and Holtom, 2008).”
Does Job Embeddedness Mediate the Effect of Work Engagement on Job Outcomes? A Study of Hotel Employees in Cameroon (2012, background): “However, work attitudes, such as job satisfaction and/or organizational commitment, play only a 442 O. M. Karatepe and R. N. Ngeche relatively small role in voluntary turnover (Lee et al., 2004; Mitchell, Holtom, Lee, Sablynski, & Erez, 2001; Tanova & Holtom, 2008).”
An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. (2010, background): “One reason that a high rate of voluntary turnover is alarming for many managers is the fear that the employees with better skills and abilities will be those who are able to leave whereas those who remain will be those who cannot find other jobs (Tanova and Holtom, 2008).”
Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa (2014, background): “Retaining skilled workers is regarded as a critical strategic human resources issue (Tanova & Holtom, 2008).”
Person–organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness (2016, background): “…a handful of prior studies of JE in the hospitality sector explaining the fact that JE explains a significant amount of variance above and beyond measures of employee engagement (Karatepe & Karadas, 2012), job satisfaction (Felps et al., 2009), and organizational commitment (Tanova & Holtom, 2008).”
The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels (2017, background): “Employees’ job embeddedness results in a number of benefits, such as increase in job satisfaction, customer satisfaction, and decrease in turnover intention (Afsar & Badir, 2016; Burton, 2014; Tanova & Holtom, 2008).”
Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, unknown): “Some investigators (e.g. Tanova & Holtom, 2008) contend that job embeddedness complements rather than replaces the traditional attitudinal based models of turnover.”
The Effects of Coworker and Perceived Organizational Support on Hotel Employee Outcomes (2012, background): “…intent to leave/voluntary turnover/job performance and explains a significant amount of variance above and beyond a number of variables such as job satisfaction and organizational commitment (Halbesleben & Wheeler, 2008; Mitchell, Holtom, Lee, Sablynski, & Erez, 2001; Tanova & Holtom, 2008).”
Will we have the same employees in hospitality after all? The impact of COVID-19 on employees’ work attitudes and turnover intentions (2020, result): “Various studies highlighted that job satisfaction was negatively associated with turnover intention, but such relationship remained unconfirmed in research of Tongchaiprasit and Ariyabuddhiphongs (2016) conducted among chefs in hotels.”