Using job embeddedness factors to explain voluntary turnover in four European countries

Abstract

The aging of the European workforce coupled with existing deficits of skilled workers in vital sectors (e.g., information and communication technology) make the attraction and retention of skilled workers a critical strategic human resource management issue. The large-scale, multi-country study reported in this article investigates the causes of voluntary turnover. The study is based on a large European dataset that contains information about a wide variety of variables that have been shown to influence voluntary turnover. The results indicate that the traditional turnover model, where ease of movement and desirability of movement are regarded as important predictors of turnover, receives support. Importantly, the study also shows that a new theory of employee retention – job embeddedness – explains a significant amount of variance above and beyond the role of demographic and traditional variables. In sum, the evidence suggests that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labour market, but also job embeddedness.

Keywords:

• desire of movement
• ease of movement
• job embeddedness
• voluntary turnover

Acknowledgements

The present research was funded by the European Commission under the 6th Framework Programme's Research Infrastructures Action (Transnational Access contract RITA 026040) hosted by IRISS-C/I at CEPS/INSTEAD, Differdange (Luxembourg).