Theses and Dissertations

Author

Vinh Q Nguyen

Issuing Body

Mississippi State University

Advisor

Taylor, Stephen G.

Committee Member

Pearson, Allison

Committee Member

Marler, Laura

Committee Member

Lueg, Ponder Nicole

Committee Member

Barnett, Timothy

Date of Degree

1-1-2010

Document Type

Dissertation - Open Access

Major

Management Information Systems

College

College of Business

Department

Department of Management and Information Systems

Abstract

A recent major development in the turnover literature is the introduction of the Job Embeddedness (JE) construct. JE is a multidimensional construct conceptualized as the combined forces that tend to keep an employee from leaving his or her job. Research has demonstrated that JE predicts voluntary turnover above and beyond the variables used in traditional turnover models. However, since it is a relatively new construct, JE has received very limited study, especially across cultures. Further research is needed in order to understand both antecedents and consequences of JE. This dissertation, therefore, investigates a range of presumed organizational, job, and supervisory antecedents and consequence of JE in the context of Vietnam. The objectives of the study include (1) examining how human resource practices such as perceived supervisor support, organizational rewards, growth opportunity, training, and organizational justice, impact JE; (2) investigating how job characteristics such as skill variety, task significant, task identity, autonomy, and feedback influence JE; and (3) exploring whether perceived organizational support mediates the relationships between these organizational factors and JE; and (4) testing the relationship between JE and turnover intention in Vietnam. The study used a sample of 304 employees from a state-owned company in Hanoi, Vietnam to test fourteen hypotheses. The results indicated that human resource practices, including organizational rewards, growth opportunities, and procedural justice, and job characteristics, directly influence JE. In addition, perceived organizational support was found to mediate the relationships between organizational rewards and JE and between procedural justice and JE. The results also provided support for a significant and negative relationship between JE and intention to quit. The findings of this study, therefore, contribute to understanding the theoretical network of JE, as well as to helping managers find ways and conditions to retain valuable employees.

URI

https://hdl.handle.net/11668/16231

Comments

Vietnam||Job Embeddedness

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