Epistemology Of Job Embeddedness

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Traditional theories such as Job Satisfaction measure emotional feelings of employees’ liking of their jobs and attachment to their organisations, however, these measures do not include influences external to the organisation such as community support, availability of recreational facilities, or security of their family and neighbourhood. To further contribute to epistemology of voluntary turnover, Mitchell, Holtom, Lee, Sablynski and Erez, (2001) developed a theory called Job Embeddedness (JE), which measures the degree to which employees feel stuck, embedded, attached or connected in their jobs. JE includes the complex nature of modern lives and a wider array of control on retention, by including both on-the-job and off-the-job attribute and dimensions. Recent studies have confirmed the JE theory and further explored its application in conjunction with traditional attachment theories to factors influencing intention to stay (Crossley, Bennett, Jex & Burnfield, 2007; Cuningham, Fink & Sagas, 2005; Holtom & Inderrieden, 2006; Mitchell, Holtom & Lee, 2001; Mitchell & Lee, 2001). Mitchell et al., (2001) tested the embeddedness construct among employees in the grocery and hospitality industries in the U.S. The analysis supports that JE scale is a significant predictor of turnover, beyond traditional variables of job satisfaction, organisational commitment, perceived alternatives and job search. Adamsky Howard in 2005 suggested hiring better recruiters, branding the organization, aggressively pursuing top talent and attracting them to organization, creating better employee referral programs so that employees support HR for attracting talents in the organisation and investing in employees are some ways recruiters can support building ... ... middle of paper ... ...ch area. It is very important for us to maintain and preserve the right and dignity of our subjects. Every subject should be allowed to volunteer only after the aim, objectives and possible outcomes are explained. Also only eligible personnel should be chosen as a subject. In our case it has to be from hospitality industry in National Capital Region and should be able to relate himself or herself with theories of HR Management. Another aspect is that subject should not be harmed not only in physical way but also be protected from physiological stress, humiliation and personal embarrassment. The dignity of subject should always be concern of researcher. All the data gathered from subject should be either confidential or unnecessarily should not be made public with subjects personal details (Name. sex, age etc.) on it, as the privacy of subject shall be maintained.

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