Links, fit or sacrifice: job embeddedness and intention to quit among Generation Y

Rosa María Fuchs

32 citations0/0 files storedEuropean Journal of Management and Business Economics

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Job Satisfaction and Organizational Behavior Human Resource and Talent Management Generational Differences and Trends

Abstract

Purpose The study aims to determine how the relationship among links, fit and sacrifice (dimensions of job embeddedness) influence employees' intention to quit in the case of professionals belonging to Generation Y. Design/methodology/approach A quantitative correlational study was conducted with a cross-sectional dimension of time. The survey technique was applied through a certified online panel. The sample consisted of 211 members of Generation Y. Findings It has been verified that the only significant dimension for Generation Y is sacrifice. Research limitations/implications It is necessary to extend the study of the dimensions of job embeddedness and their influence on employees' intention to quit in different demographic groups. It would be advisable to conduct longitudinal studies to observe the dynamics of job embeddedness throughout the years. Practical implications Organizations concerned with retaining the talent of young professionals can focus on the development of policies and benefits that encourage sacrifice. Social implications The finding that the sacrifice dimension is the one that would reduce the intention to leave for Generation Y will help to ensure that organizations retain the workforce that they value. Originality/value The study is important to gain a better understanding of Generation Y behavior. In addition, in response to the demand from the literature, the sample considered only Generation Y with work experience.

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2001WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.2010Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing 20085 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future 2010A Review of the Empirical Evidence on Generational Differences in Work Attitudes 2004THE EFFECTS OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP, JOB PERFORMANCE, VOLITIONAL ABSENCES, AND VOLUNTARY TURNOVER.2007Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover.2004How can managers reduce employee intention to quit?2010Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance

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