Abstract:
The purpose of the study is to explore the relationship between job embeddedness and employee turnover intentions of staff in the hotel industry. It examined the various factors of each of the component of job embeddedness and its influence on employees’ mobility decision. Cross sectional quantitative design was conducted on a probability multi-stage sampling of 309 staff in the hotel industry of Sekondi-Takoradi metropolis. A binary log it regression model was used to investigate the relationship between job embeddedness and employee turnover intentions. The results of the study revealed that organization-person culture fitness, autonomy (factors of organisation fit), experience, sense of belongingness, co-worker dependency (factors of organisation links) have significant effect on turnover intention. When designing retention strategies, management and human resource practitioners need to recognize how job embeddedness influences the turnover intention of higher educated staff. This paper provides a new dimension of considering the individual indicators of each of the main component of job embeddedness construct and its effects on employee turnover intention
