Integrating the Unfolding Model and Job Embeddedness Model to Better Understand Voluntary Turnover

By Brooks Holtom, E. Inderrieden. 2006

275 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/b66f9406cf00003b99b73760665bd6a30538ae88

How researchers see this paper

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

Citations in the corpus

Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “Consistent with findings that embeddedness minimizes the influence of environmental forces (Holtom & Inderrieden, 2006), job search effort (Swider et al., in press), and unsolicited-job-offer shocks (Mitchell & Lee, 2001) on turnover, we suggest that embeddedness minimizes the impact of…”
5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “Over time, an employee may also become more socialized and embedded (Allen, 2006) and therefore develop some sort of coping or buffering mechanisms against future shocks (Holtom & Inderrieden, 2006).”
Gender Differences in the Impact of Leadership Styles on Subordinate Embeddedness and Job Satisfaction (2014, background): “Job embeddedness has been related to organizational outcomes such as voluntary turnover, actual turnover, work attitudes, and job performance (Holtom & Inderrieden, 2006; Lee, Mitchell, Sablynski, Burton, & Holtom, 2004; Mitchell et al., 2001).”
Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention (2014, unknown): “However, while increased levels of job satisfaction and organizational commitment predict lower intentions to leave, they are often poor predictors of actual turnover (Holtom & Inderrieden, 2006; Holtom, Mitchell & Lee, 2006; Holtom, Mitchell, Lee & Tidd, 2006; Mitchell & Lee, 2001).”
Human resource practices, job embeddedness and intention to quit (2009, background): “A number of studies have followed this research direction and found that job embeddedness explained significant incremental variance in turnover beyond that explained by job satisfaction and organizational commitment (e.g., Lee et al., 2004; Holtom and O’Neill, 2004; Besich, 2005; Holtom and Inderri”
Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover (2018, background): “…environment or because a positive climate might become embedding insofar as it would be a sacrifice to give up should one leave—and job embeddedness has been shown to have a buffering effect on turnover (Allen, Peltokorpi, & Rubenstein, 2016; Holtom & Inderrieden, 2006; Swider et al., 2011).”