Job embeddedness in China: how HR practices impact turnover intentions

By M. Bambacas, T. Kulik. 2013

117 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/23c469b498e269e0fc41e6fec15f0172ee3edb01

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. A. Tian
2. Alexander Newman

In Organizational Behavior and Human Resource Management

1. Alexander Newman
2. A. Hooke
3. Jos Gamble
4. Lili Zhang
5. Chen Wu
6. A. Tian
7. J. Cordery
8. Joon Hyung Park

Citations in the corpus

• Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, background): “These facets of job embeddedness have been found to be significant predictors of turnover intentions and behavior (Jiang, Dong, McKay, Lee, & Mitchell, 2012), and have be found to be engendered by supportive human resource management practices (Bambacas & Kulik, 2013).”
• Staying and performing: How human resource management practices increase job embeddedness and performance (2016, background): “Whilst Bergiel et al. (2009) and Bambacas and Kulik (2013) explored ability- and motivation-enhancing HRM practices, neither examined the third pillar of AMO - opportunity-enhancing HRM practices.”