Crossley Craig D, Bennett Rebecca J, Jex Steve M, Burnfield Jennifer L
Gallup Leadership Institute, College of Business Administration, University of Nebraska-Lincoln, NE 68588, USA.
J Appl Psychol. 2007 Jul;92(4):1031-42. doi: 10.1037/0021-9010.92.4.1031.
Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important limitations and serves as a companion to the original composite measure. Results of this longitudinal study found that job embeddedness predicted voluntary turnover beyond job attitudes and core variables from traditional models of turnover. Results also found that job embeddedness interacted with job satisfaction to predict voluntary turnover, suggesting that the job embeddedness construct extends beyond the unfolding model of turnover (T. R. Mitchell & T. W. Lee, 2001) it originated from.
近期关于工作嵌入性的研究发现，工作内和工作外的因素都可能促使人们与工作紧密相连。本研究通过考察工作嵌入性如何融入传统的自愿离职模型，拓展了这一研究方向。本研究还开发并测试了一种全面的、具有反思性的工作嵌入性测量方法，该方法克服了重要的局限性，并可作为原始综合测量方法的补充。这项纵向研究的结果发现，工作嵌入性在预测自愿离职方面超越了工作态度和传统离职模型中的核心变量。研究结果还发现，工作嵌入性与工作满意度相互作用，共同预测自愿离职，这表明工作嵌入性这一概念超越了其起源的离职展开模型（T. R. 米切尔和T. W. 李，2001）。
