Does Job Embeddedness Mediate the Effect of Work Engagement on Job Outcomes? A Study of Hotel Employees in Cameroon
By Osman M. Karatepe, Ronate Ndiangang Ngeche. 2012
183 citations recorded by the source corpus.
Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/3b0fb53e474640696c21c27fdba31d536eb0970c
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In Demography
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, background): “It is underlined that employees with turnover intention deliver poor service and decrease organizational competitiveness (Karatepe & Ngeche, 2012), as they may lack motivation to perform well (Gardner & Hom, 2016).”
- Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, unknown): “As noted, many studies have created a single composite score for the entire job embeddedness scale rather than factor scores for each subdimension (e.g. Karatepe & Ngeche, 2012, Mitchell & Lee, 2001; Mitchell et al., 2001) or limited sample sizes have prevented their testing (Jiang et al., 2012).”
- Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study (2013, background): “According to Karatepe and Ngeche (2012), employees with turnover intentions tend to render poor service and corrode organisational effectiveness.”
- Impact of Job Burnout on Satisfaction and Turnover Intention (2016, background): “Kim, Shin, and Umbreit (2007) investigated the effect of the Big Five personality dimensions on hotel employees’ job burnout. They reported that personality attributes explain significant proportions of three burnout factors. A year later, Kim (2008) further examined the relationship between emotion”
- Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy (2018, background): “Furthermore, engaged employees are more involved in their organization (Saks, 2006), demonstrate effective performance, and have less intention to leave voluntarily (Karatepe and Ngeche, 2012).”