This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.
","abstract_html":"<p>This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.</p>","abstract_has_math":false,"creators":["Sisikin, Michael Eugene"],"institution":null,"degree_name":"Master of Science in Psychology","degree_level":"Thesis","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Shultz, Kenneth"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2016,"date_issued":"2016-03-01T08:00:00Z","date_published":"2016-03-01T08:00:00Z","updated_at":"2026-07-24T01:52:53Z","subjects":["Embeddedness","Commitment","Turnover","Links","Fit","Sacrifice","Industrial and Organizational Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://scholarworks.lib.csusb.edu/etd/269","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Shultz, Kenneth"]},{"key":"dc:creator","label":"Author","values":["Sisikin, Michael Eugene"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2016-02-21T08:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science in Psychology"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Embeddedness","Commitment","Turnover","Links","Fit","Sacrifice","Industrial and Organizational Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholarworks.lib.csusb.edu/etd/269"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.
"]},{"key":"dc:title","label":"Title","values":["AN EXPLORATORY ANALYSIS OF THE COMMITMENT-TURNOVER INTENTIONS RELATIONSHIP: THE MODERATING EFFECTS OF EMBEDDEDNESS"]}]}],"canonical_facts":{"dc:contributor":["Shultz, Kenneth"],"dc:creator":["Sisikin, Michael Eugene"],"dc:date.available":["2016-02-21T08:00:00Z"],"dc:description.abstract":["This study was designed to investigate the moderating effect of embeddedness on the commitment and turnover intentions relationship. Embeddedness was examined as a key variable that links the commitment and turnover literatures together. Job embeddedness was expected to moderate the relationship between job commitment and job turnover intentions, while organizational embeddedness was expected to moderate the relationship between organizational commitment and organizational turnover intentions. Responses from 154 employed individuals were collect for this study. Data was collected using a web-based survey format. Psychometric data was collected with the use of a demographics questionnaire, as well as embeddedness (job and organizational), organizational commitment, and turnover intentions scales. A moderated regression analysis found that both job and organizational embeddedness moderated the commitment-turnover relationship, but in the opposite way as proposed. These relationships can help us better understand why employees remain within their organizations and jobs.
"],"dc:identifier":["https://scholarworks.lib.csusb.edu/etd/269"],"dc:subject":["Embeddedness","Commitment","Turnover","Links","Fit","Sacrifice","Industrial and Organizational Psychology"],"dc:title":["AN EXPLORATORY ANALYSIS OF THE COMMITMENT-TURNOVER INTENTIONS RELATIONSHIP: THE MODERATING EFFECTS OF EMBEDDEDNESS"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Thesis"],"thesis:degree_name":["Master of Science in Psychology"]},"updated_at":"2026-07-24T01:52:53Z"}