Job embeddedness and voluntary turnover in the face of job insecurity
通过两项多波次研究，发现工作不安全感会促使员工寻找新工作或产生离职意愿，进而导致自愿离职；但工作内嵌入能削弱这一效应，而工作外嵌入反而会加剧离职。
Summary Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on‐ and off‐the‐job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi‐wave studies to study job insecurity, one of the most common work stressors and top concerns among employees around the world. Study 1 demonstrates that job search mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on‐the‐job embeddedness are less likely to search for jobs despite job insecurity. Study 2 demonstrates that turnover intention mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on‐the‐job embeddedness are less likely to contemplate quitting despite job insecurity. However, off‐the‐job embeddedness had opposite interactive effects, exacerbating the relationship of job insecurity with turnover.