Earticle

초록

영어

Organizations that can successfully retain their human resources have an advantage over organizations that cannot. Regardless of individual industry, the turnover of employees makes it difficult to secure a work force and costs companies enormous expenses to recruit, hire and train new personnel. Research targeting various industries does not show consistent results because of the different characteristics of the industries and their work forces. In this study, the effects of job embeddedness and work satisfaction on turnover intentions are investigated targeting small and medium construction IT workers. To this end a field survey was performed and 177 survey questionnaires were collected. Research results show that three hypotheses are supported: the more sacrifice, the higher career satisfaction, and the higher job satisfaction the employees have, the less turnover intention they have. However, the other two hypotheses are rejected: the higher fit and the higher links the employees have, the less turnover intention they have. Academic and practical implications are discussed.

목차

Abstract
 1. Introduction
 2. Theoretical Background and Research Hypotheses
  2.1. Turnover Intentions
  2.2. Job Embeddedness
  2.3. Work Satisfaction
  2.4. Research Hypotheses
 3. Methods
  3.1. Measures
  3.2. Sample
 4. Results
  4.1. Validity and Reliability Test
  4.2. Correlation Analysis
  4.3. Test of Hypotheses
 5. Discussion
 References

키워드

저자

• Dong-Hwan Cho [ Venture and Business, Gyeongnam National University of Science and Technology ]
• Jung-Min Son [ Management, Inje University,Korea ] Correspondent Author

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  International Journal of Advanced Science and Technology

• 간기

  월간

• pISSN

  2005-4238

• 수록기간

  2008~2016

• 십진분류

  KDC 505 DDC 605