Job embeddedness in Icelandic labor market : the effectiveness on turnover intentions and job performance

Job embeddedness is a relatively new construct that Lee, Mitchell and colleagues started researching in 1995 (Lee, Burch, and Mitchell, 2014). That construct explains why people stay in their current jobs. A questionnaire was sent to a sample of random emails found on websites of 183 of the 300 biggest companies in Iceland. I sent out a total of 5748 emails to employees and received 1282 replies (22.3% answer rate). Not all participants answered all the questions concerning job embeddedness, but a total of 1135 did so, giving a final of 19.8% answer rate. There were a total of 8 hypotheses in the study, the first one regarding distinct job embeddedness from work engagement. The second one stated that gender would not affect job embeddedness; hypotheses 3, 4, 5, and 6 were about the effect of age, education, job tenure, and size of a company having effect on job embeddedness. Hypothesis 7 was about job embeddedness describing turnover intentions, and finally hypothesis 8, whether job embeddedness had an effect on job performance. The results showed that hypothesis 1, 3, 5, 7, and 8 were supported, gender had an effect on job embeddedness, but education and size of the company did not.

Author dc:creator

• Helga Gunnólfsdóttir 1986-

Contributors dc:contributor

• Háskólinn í Reykjavík

• Mannauðsstjórnun og vinnusálfræði
• Meistaraprófsritgerðir
• Starfsánægja
• Human resource management and organizational psychology
• Job satisfaction

Language dc:language.iso

en

Handle dc:identifier.uri

http://hdl.handle.net/1946/25699

OAI identifier oai:identifier

oai:skemman.is:1946/25699