Stay or Leave? The role of career adaptability and organizational embeddedness for turnover intentions

Sieraadj Orie*, J.H. Semeijn

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

Abstract

The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed.

Original languageEnglish
Number of pages16
JournalJournal of Career Development
DOIs
Publication statusE-pub ahead of print - 30 Jun 2021

Keywords

  • ADAPT-ABILITIES SCALE
  • ANTECEDENTS
  • CONSTRUCTION
  • EMPLOYEES
  • JOB EMBEDDEDNESS
  • METAANALYSIS
  • MODEL
  • OUTCOMES
  • RESPONSES
  • TRANSITIONS
  • adults employees
  • career constructive approach
  • career theories
  • logistic regression
  • postmodern approaches
  • research methods
  • sample populations

Fingerprint

Dive into the research topics of 'Stay or Leave? The role of career adaptability and organizational embeddedness for turnover intentions'. Together they form a unique fingerprint.

Cite this