Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions
Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees'...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Thakur, Shweta Jaiswal [verfasserIn] |
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| Format: |
Artikel |
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| Sprache: |
Englisch |
| Erschienen: |
2017 |
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| Schlagwörter: |
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| Übergeordnetes Werk: |
Enthalten in: Employee relations - Bradford : Emerald, 1979, 39(2017), 5, Seite 718 |
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| Übergeordnetes Werk: |
volume:39 ; year:2017 ; number:5 ; pages:718 |
| Links: |
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OLC1997584182 |
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| 520 | |a Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. | ||
| 650 | 4 | |a Labor relations | |
| 650 | 4 | |a Analysis | |
| 650 | 4 | |a Work-life balance | |
| 650 | 4 | |a Job satisfaction | |
| 650 | 4 | |a Psychology | |
| 650 | 4 | |a Flexibility | |
| 650 | 4 | |a Recruitment | |
| 650 | 4 | |a Employee turnover | |
| 650 | 4 | |a Regression analysis | |
| 650 | 4 | |a Work life balance | |
| 650 | 4 | |a Studies | |
| 650 | 4 | |a Human resource management | |
| 650 | 4 | |a Employee benefits | |
| 650 | 4 | |a Retention | |
| 650 | 4 | |a Theory | |
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PQ20171228 (DE-627)OLC1997584182 (DE-599)GBVOLC1997584182 (PRQ)g877-8cbaaa533bf3844cd3ba878d7f8c4c877fa5f8ed673852c41af36b6c9a65bbe30 (KEY)0090194620170000039000500718mediatoranalysisofjobembeddednessrelationshipbetwe DE-627 ger DE-627 rakwb eng 300 650 DNB 85.00 bkl Thakur, Shweta Jaiswal verfasserin aut Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. Labor relations Analysis Work-life balance Job satisfaction Psychology Flexibility Recruitment Employee turnover Regression analysis Work life balance Studies Human resource management Employee benefits Retention Theory Bhatnagar, Jyotsna oth Enthalten in Employee relations Bradford : Emerald, 1979 39(2017), 5, Seite 718 (DE-627)16826823X (DE-600)717300-3 (DE-576)015996859 0142-5455 nnns volume:39 year:2017 number:5 pages:718 https://search.proquest.com/docview/1929851966 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 85.00 AVZ AR 39 2017 5 718 |
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PQ20171228 (DE-627)OLC1997584182 (DE-599)GBVOLC1997584182 (PRQ)g877-8cbaaa533bf3844cd3ba878d7f8c4c877fa5f8ed673852c41af36b6c9a65bbe30 (KEY)0090194620170000039000500718mediatoranalysisofjobembeddednessrelationshipbetwe DE-627 ger DE-627 rakwb eng 300 650 DNB 85.00 bkl Thakur, Shweta Jaiswal verfasserin aut Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. Labor relations Analysis Work-life balance Job satisfaction Psychology Flexibility Recruitment Employee turnover Regression analysis Work life balance Studies Human resource management Employee benefits Retention Theory Bhatnagar, Jyotsna oth Enthalten in Employee relations Bradford : Emerald, 1979 39(2017), 5, Seite 718 (DE-627)16826823X (DE-600)717300-3 (DE-576)015996859 0142-5455 nnns volume:39 year:2017 number:5 pages:718 https://search.proquest.com/docview/1929851966 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 85.00 AVZ AR 39 2017 5 718 |
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PQ20171228 (DE-627)OLC1997584182 (DE-599)GBVOLC1997584182 (PRQ)g877-8cbaaa533bf3844cd3ba878d7f8c4c877fa5f8ed673852c41af36b6c9a65bbe30 (KEY)0090194620170000039000500718mediatoranalysisofjobembeddednessrelationshipbetwe DE-627 ger DE-627 rakwb eng 300 650 DNB 85.00 bkl Thakur, Shweta Jaiswal verfasserin aut Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. Labor relations Analysis Work-life balance Job satisfaction Psychology Flexibility Recruitment Employee turnover Regression analysis Work life balance Studies Human resource management Employee benefits Retention Theory Bhatnagar, Jyotsna oth Enthalten in Employee relations Bradford : Emerald, 1979 39(2017), 5, Seite 718 (DE-627)16826823X (DE-600)717300-3 (DE-576)015996859 0142-5455 nnns volume:39 year:2017 number:5 pages:718 https://search.proquest.com/docview/1929851966 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 85.00 AVZ AR 39 2017 5 718 |
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PQ20171228 (DE-627)OLC1997584182 (DE-599)GBVOLC1997584182 (PRQ)g877-8cbaaa533bf3844cd3ba878d7f8c4c877fa5f8ed673852c41af36b6c9a65bbe30 (KEY)0090194620170000039000500718mediatoranalysisofjobembeddednessrelationshipbetwe DE-627 ger DE-627 rakwb eng 300 650 DNB 85.00 bkl Thakur, Shweta Jaiswal verfasserin aut Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. Labor relations Analysis Work-life balance Job satisfaction Psychology Flexibility Recruitment Employee turnover Regression analysis Work life balance Studies Human resource management Employee benefits Retention Theory Bhatnagar, Jyotsna oth Enthalten in Employee relations Bradford : Emerald, 1979 39(2017), 5, Seite 718 (DE-627)16826823X (DE-600)717300-3 (DE-576)015996859 0142-5455 nnns volume:39 year:2017 number:5 pages:718 https://search.proquest.com/docview/1929851966 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 85.00 AVZ AR 39 2017 5 718 |
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PQ20171228 (DE-627)OLC1997584182 (DE-599)GBVOLC1997584182 (PRQ)g877-8cbaaa533bf3844cd3ba878d7f8c4c877fa5f8ed673852c41af36b6c9a65bbe30 (KEY)0090194620170000039000500718mediatoranalysisofjobembeddednessrelationshipbetwe DE-627 ger DE-627 rakwb eng 300 650 DNB 85.00 bkl Thakur, Shweta Jaiswal verfasserin aut Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. Labor relations Analysis Work-life balance Job satisfaction Psychology Flexibility Recruitment Employee turnover Regression analysis Work life balance Studies Human resource management Employee benefits Retention Theory Bhatnagar, Jyotsna oth Enthalten in Employee relations Bradford : Emerald, 1979 39(2017), 5, Seite 718 (DE-627)16826823X (DE-600)717300-3 (DE-576)015996859 0142-5455 nnns volume:39 year:2017 number:5 pages:718 https://search.proquest.com/docview/1929851966 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 85.00 AVZ AR 39 2017 5 718 |
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This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. 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mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions |
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Mediator analysis of job embeddedness: relationship between work-life balance practices and turnover intentions |
| abstract |
Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. |
| abstractGer |
Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. |
| abstract_unstemmed |
Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees' intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature. |
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