Much work has been done on the voluntary turnover topic in over 50 years, yet much work has to be done to understand the phenomena. Mitchell and Lee (2001) marked the first comprehensive work to try to understand the phenomena of leaving by asking why people stay instead of why people leave. They introduced the term job embeddedness that represents influences from supportive others on an employee’s decision to stay in the organization. The present study aimed to investigate the relationships of trust in supervisor, on-the-job embeddedness, and intention to leave. We hypothesize the mediating effect of on-the-job embeddedness in the relationship between trust in supervisor and intention to leave. Data were collected using self-reported, cross-sectional questionnaire among 500 employees in a restaurant chain in Jakarta. The result showed that all dimensions of on-the-job embeddedness correlate either positively and negatively with intentions to leave and trust in supervisor. On-the-job embeddedness also plays an important role as a mediator on the relationship between trust in supervisor and intention to leave. Further results are discussed.
Debora Purba, Erasmus University Rotterdam, Netherlands
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