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Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions./
Author:	Skelton, Angie R.
Description:	1 online resource (150 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.
Contained By:	Dissertation Abstracts International79-01A(E).
Subject:	Management. -
Online resource:	click for full text (PQDT)
ISBN:	9780355216837

Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions.
Skelton, Angie R.

Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions. - 1 online resource (150 pages)

Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.

Thesis (D.B.A.)

Includes bibliographical references

Unplanned and frequent employee turnover can result in significant costs to an organization. Grounded in Herzberg's two-factor theory, the purpose of this correlational study was to examine the relationship between employees' job satisfaction and their degree of job embeddedness, and their intent to leave the organization. In this study, 63 full-time Southeastern U.S. manufacturing employees completed surveys that included the Andrews and Withey's job satisfaction questionnaire, Crossley, Bennett, Jex, and Burnfield's global measurement of job embeddedness, and Mobley, Horner, and Hollingsworth's intent to stay scale. The results of the multiple regression analysis indicated the model was able to significantly predict employee turnover intention, F(2, 95) = 71.822, p < .001, R 2 = .705. Both employee job satisfaction (t = -.703, p < .001) and employee job embeddedness ( t = -.501, p < .001), were statistically significant predictors of turnover intent. These results indicate that satisfied and committed employees are less likely to plan to leave their employment. This research adds to the body of knowledge concerning what contributes to why people leave their jobs. Reduced employee turnover can financially benefit an organization and that in turn can have a positive social benefit on the community. More secure employees and companies with improved financial security can result in improved financial support to communities and help increase economic stability.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355216837Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions.
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245 1 0 $a Job Satisfaction and Job Embeddedness as Predictors of Manufacturing Employee Turnover Intentions.
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300 $a 1 online resource (150 pages)
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500 $a Source: Dissertation Abstracts International, Volume: 79-01(E), Section: A.
500 $a Adviser: Deborah Nattress.
502 $a Thesis (D.B.A.) $c Walden University $d 2017.
504 $a Includes bibliographical references
520 $a Unplanned and frequent employee turnover can result in significant costs to an organization. Grounded in Herzberg's two-factor theory, the purpose of this correlational study was to examine the relationship between employees' job satisfaction and their degree of job embeddedness, and their intent to leave the organization. In this study, 63 full-time Southeastern U.S. manufacturing employees completed surveys that included the Andrews and Withey's job satisfaction questionnaire, Crossley, Bennett, Jex, and Burnfield's global measurement of job embeddedness, and Mobley, Horner, and Hollingsworth's intent to stay scale. The results of the multiple regression analysis indicated the model was able to significantly predict employee turnover intention, F(2, 95) = 71.822, p < .001, R 2 = .705. Both employee job satisfaction (t = -.703, p < .001) and employee job embeddedness ( t = -.501, p < .001), were statistically significant predictors of turnover intent. These results indicate that satisfied and committed employees are less likely to plan to leave their employment. This research adds to the body of knowledge concerning what contributes to why people leave their jobs. Reduced employee turnover can financially benefit an organization and that in turn can have a positive social benefit on the community. More secure employees and companies with improved financial security can result in improved financial support to communities and help increase economic stability.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Management. $3 558618
655 7 $a Electronic books. $2 local $3 554714
690 $a 0454
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Walden University. $b Business Administration. $3 1148537
773 0 $t Dissertation Abstracts International $g 79-01A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10623083 $z click for full text (PQDT)