Employee embeddedness as a moderator of the relationship between work and family conflict and leaving intention
基于资源保存理论，研究了在职嵌入性（匹配、联系、牺牲三个维度）如何调节工作家庭冲突对离职意向的影响，发现联系嵌入性削弱了冲突的影响，而牺牲嵌入性则增强了这种影响。
This paper examines whether on-the-job embeddedness moderates the impact of work and family conflict on leaving intention. Drawing on conservation of resources theory, the paper investigates the buffering effect of the three on-the-job embeddedness components (fit, links and sacrifice). Contrary to predictions, in this sample of white-collar manufacturing employees on-the-job fit embeddedness had no effect on the relationship between work and family conflict and leaving intention. As predicted, on-the-job link embeddedness weakened the effect and on-the-job sacrifice embeddedness strengthened the effect of work and life conflict on leaving intention. The results suggest that organisations can reduce turnover intention during times of work and life conflict by developing employee on-the-job link embeddedness.