Job embeddedness as a mediator of the effects of organizational antecedents on voluntary turnover intention of hotel employees in Nigeria

Abstract

There is a dearth of research on Organizational Job Embeddedness in the hospitality and tourism industry. Drawing from the Social Exchange Theory, Conservation of Resource Theory, Job Embeddedness Theory, and Ability-Motivation-Opportunity frameworks, this study addresses the gap. A self-reported survey of 320 frontline hotel workers from Abuja Nigeria is used to analyze the proposed hypotheses using PLS-SEM. The findings indicate that Coworker Support, Organizational Rewards, Manager Trust, and Growth Opportunities directly predict Organizational Job Embeddedness. Furthermore, Organizational Job Embeddedness was established as a significant mediator between the predictors and Voluntary Turnover Intentions. The study’s implications for practices and limitations are discussed.

Keywords:

• Organizational job embeddedness
• voluntary turnover intentions
• hotel employee
• organizational reward
• manager trust