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"Penelitian ini bertujuan untuk mengetahui pengaruh dari variabel job embeddedness terhadap kinerja karyawan (individual work performance). Adapun teori yang digunakan pada variabel independen adalah teori job embeddedness dari Mitchell et. al (2001) dan variabel dependen adalah teori dari Koopmans et al (2014). Di dalam pengukuran menggunakan dimensi job embeddedness yang terdiri dari 6 dimensi pengukuran yaitu on the job embeddedness dan off the job embeddedness yang masing-masing terdiri dari fit, links, sacrifice terhadap variabel kinerja karyawan menggunakan dimensi dari individual work performance yaitu task performance, contextual performance dan counterproductive work behaviour. Penelitian ini tidak menggunakan ketiga dimensi off the job embeddedness dikarenakan konsep yang kurang relevan dengan objek penelitian. Penelitian ini mengadaptasi kuesioner job embeddedness dari penelitian Jackson (2010) yang berdasarkan teori Mitchell et al (2001) dan kuesioner individual work performance questionnaire dari Koopmans et al (2014). Penelitian dilakukan terhadap 53 karyawan tetap dan kontrak PT. Adhi Karya (Persero).Tbk kantor divisi I Pasar Minggu yang diambil dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis regresi liner sederhana untuk menguji pengaruh variabel independen terhadap variabel dependen, serta uji validitas dan realibitas untuk item kuesioner. Hasil dari penelitian adalah terdapat pengaruh dari job embeddedness terhadap kinerja karyawan dengan nilai signifikan 0,03, dan pengaruhnya hanya sebesar 40,6% terhadap kinerja karyawan.

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This study aims to examine the effects of job embeddedness as the independent variable on employees performance (individual work performance) as the dependent variable. This study using the theory from Mitchell et. al (2001) about the job embeddedness and the theory from Koopmans et. al (2014) about individual work performance. The measure uses 6 dimensions from job embeddedness consists of on the job & off thejob whereas each of them contains fit, links, sacrifice on employees performance (individual work performance) consists of task performace, contextual performance, & counterproductive work behaviour. The study didn?t use the off the job dimensions as the concept seems to be irrelevant to the study objects. This study adapt job embeddedness questionnaire from Jackson?s research (2010) based on Mitchell et. al (2001) and individual work performance questionnaire form Koopmans et. al (2014). It conducted on 53 PT. Adhi Karya (Persero).Tbk division I office Pasar Minggu employees, both of permanent employees & contract employees using total sampling. This study use simple regression analysis for testing the effects from independent variable to dependent variable, also validity & reliability test for the questionnaire item. The result define that job embeddedness affect individual work performance with significancy 0,03 and only affecting 40,6% to individual work performance."

"Tingginya angka turnover pada suatu organisasi adalah salah satu isu yang krusial. Turnover dapat mengganggu stabilitas perusahaan dan memengaruhi produktivitas perusahaan. PT X yang bergerak dalam bidang agribisnis kelapa sawit saat ini sedang mengalami penurunan laba sebesar 1,3% yang diakibatkan oleh tingginya tingkat turnover yang terjadi pada perusahaan tersebut. Tingkat turnover pada karyawan PT X mencapai angka 15,2% dimana angka ini lebih tinggi dari rata-rata turnover pada industri sejenis yang hanya berkisar 9,89 %. Adapun turnover yang terjadi tampaknya dipengaruhi oleh kondisi work-life balance dan job embeddedness. Penelitian ini menggunakan teori COR untuk melihat peran job embeddedness sebagai mediator pada hubungan antara work-life balance dan turnover intention. Pengumpulan data dilakukan dengan menggunakan kuesioner yang disebarkan secara daring dengan total responden sebesar 117 orang. Metode sampling yang digunakan adalah convenience sampling. Data dianalisis dengan analisis regresi menggunakan PROCESS macro for SPSS dan SAS. Hasil dari penelitian menunjukkan bahwa work-life balance memiliki hubungan yang signifikan dengan turnover intention, dan hubungan work-life balance dengan turnover intention dimediasi secara penuh oleh job embeddedness. Hasil penelitian ini diharapkan dapat bermanfaat bagi industri agribisnis kelapa sawit lainnya karena tingkat turnover intention dapat dikurangi dengan mendorong work-life balance untuk meningkatkan job embeddednessThe high turnover rate in an organization is one of the crucial issues. Turnover can disrupt company stability and affect company productivity. PT X, which is engaged in the palm oil agribusiness sector, is currently experiencing a decline in profits of 1.3% due to the high turnover rate that occurred at the company. The turnover rate for PT X employees reached 15.2%, which is higher than the average turnover in similar industries, which was only 9.89%. The turnover that occurs seems to be influenced by conditions of work-life balance and job embeddedness. This study uses the COR theory to see the role of job embeddedness as a mediator on the relationship between work-life balance and turnover intention. The data were collected using a questionnaire distributed online with a total of 117 respondents. The sampling method used was convenience sampling. Data were analyzed by regression analysis using PROCESS macro for SPSS and SAS. The results of this study indicate that work-life balance has a significant relationship with turnover intention, and that the relationship between work-life balance and turnover intention is fully mediated by job embeddedness. The results of this study are expected to be useful for other palm oil agribusiness industries because the level of turnover intention can be reduced by encouraging work-life balance to increase job embeddedness."

"Pengendalian tingkat turnover secara efektif telah lama menjadi masalah yang krusial bagi perusahaan karena besarnya biaya yang ditimbulkan oleh turnover (Bergiel, Nguyen, Clenney & Taylor, 2009). Belakangan ini, beberapa survei menunjukkan bahwa tingkat turnover karyawan lulusan baru jauh lebih tinggi daripada karyawan lain. Karyawan lulusan baru tersebut juga dikenal sebagai Generasi Y (lahir tahun 1981-2000). Peneliti tertarik untuk membandingkan Job Embeddedness antara karyawan Generasi Y dengan Generasi X (lahir tahun 1965-1980). Terdapat 260 sampel yang merupakan karyawan pada penelitian ini (167 Generasi Y, 93 Generasi X). Metode pengumpulan data yang dilakukan adalah menggunakan kuesioner. Hasil penelitian menunjukan bahwa terdapat perbedaan yang signifikan diantara kedua generasi tersebut pada dimensi organizational-fit (p = 0.001), community-fit (p = 0.000), community-sacrifice (p = 0.000) dan tidak ada perbedaan yang signifikan pada dimensi organizational-sacrifice (p = 0.64).

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The regulation of turnover effectively has long been a crucial problem for companies because of the enormous amount of cost caused by turnover (Bergiel, Nguyen, Clenney & Taylor, 2009). Lately, recent surveys show that the fresh-graduates workers’ level of turnover is higher compared to other workers. The fresh-graduates workers is also known as Generation Y (born of 1981-2000). The research aims to compare job embeddedness between Generation Y and Generation X (born of 1965-1980). This research uses 260 samples of workers (consist of 167 Generation Y and 93 Generation X). The data collection method used in this research is the usage of questionairre. The results shows there are significant differences between those two generations in the dimensions of organizational-fit (p = 0.001), community-fit (p = 0.000), community-sacrifice (p = 0.000) and there is no significant differences in the dimension of organizational-sacrifice (p = 0.64)."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisist pengaruh praktik sumber daya manusia terhadap dimensi job embeddedness. Penelitian ini menggunakan alatukur praktik sumber daya manusia yang dikembangkan Delery & Doty (1996dalam Huff, 2007) untuk mengukur pengembangan karir, pelatihan, kompensasi,keamanan kerja dan penilaian kinerja, sementara variabel job embeddednessdiukur menggunakan Job Embeddedness Scale yang dikembangkan oleh Mitchell(2001). Hasil penelitian menunjukkan bahwa praktik sumber daya manusiaterbukti secara signifikan memiliki pengaruh positif terhadap dimensi fit dansacrifice dari job embeddedness, sedangkan praktik sumber daya manusia tidakmemiliki pengaruh secara signifikan terhadap dimensi link dari job embeddedness.Hal ini menunjukkan bahwa semakin baik praktik sumber daya manusia yangditerapkan maka karyawan akan merasakan dirinya memiliki kecocokan dankenyamanan dalam bekerja di perusahaan. Selain itu juga karyawan akanmerasakan semakin banyak hal yang dirasa akan dikorbankan apabila keluar dariperusahaan.

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ABSTRACTThis study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.;This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization., This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.]"

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan yang diterapkan olehperusahaan terhadap pembentukan tingkat job embededdness karyawan. Pengukurankepemimpinan dalam penelitian ini menggunakan Multifactor Leadership Questionnaires(MLQ form 5x) yang dikembangkan oleh Bass & Avolio (1990), sementara variabel jobembeddedness diukur dengan menggunakan Job Embedded Scale yang dikembangkan olehMitchell (2001). Hasil dari penelitian ini menunjukkan bahwa kepemimpinan memilikipengaruh terhadap pembentukan job embeddedness karyawan jika pihak perusahaanmenerapkan kepemimpinan yang bersifat transformasional. Maka dari itu agar tercipta jobembeddednes yang tinggi dari para karyawan sebaiknya manajemen madya menerapkan gayakepemimpinan yang bertanggung jawab, berkharisma dan bisa menjadi teladan yang baikserta memperhatikan, menghargai dan mampu memotivasi dan mendorong karyawan untukbekerja lebih baik lagi.

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ABSTRACTThis study aims to analyze the influence of leadership on job embeddedness of the employeesin PT. X. This study used a measuring tool Multifactor Leadership Questionnnaires (MLQform 5x) by Bass & Avolio (1990), and and Job Embedded Scale developed by Mitchell(2004). The results of this study suggest that transformational leadership has significanteffects toward job embeddedness. Therefore, in order to grow job embeddedness withinemployees, middle management should applied a leadership style that has responsibility,charisma, and capable of becoming role model and motivating their subordinates to workbetter.;This study aims to analyze the influence of leadership on job embeddedness of the employeesin PT. X. This study used a measuring tool Multifactor Leadership Questionnnaires (MLQform 5x) by Bass & Avolio (1990), and and Job Embedded Scale developed by Mitchell(2004). The results of this study suggest that transformational leadership has significanteffects toward job embeddedness. Therefore, in order to grow job embeddedness withinemployees, middle management should applied a leadership style that has responsibility,charisma, and capable of becoming role model and motivating their subordinates to workbetter., This study aims to analyze the influence of leadership on job embeddedness of the employeesin PT. X. This study used a measuring tool Multifactor Leadership Questionnnaires (MLQform 5x) by Bass & Avolio (1990), and and Job Embedded Scale developed by Mitchell(2004). The results of this study suggest that transformational leadership has significanteffects toward job embeddedness. Therefore, in order to grow job embeddedness withinemployees, middle management should applied a leadership style that has responsibility,charisma, and capable of becoming role model and motivating their subordinates to workbetter.]"

"Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh dari kepuasan kerja, beban kerja berlebih dan job embeddedness terhadap intensi turnover pada karyawan PT. XYZ. Selain itu, penulis juga ingin mengetahui apakah intervensi Team Building dapat menurunkan intensi turnover pada karyawan PT. XYZ. Adapun gejala yang ditemukan di PT. XYZ adalah tingginya tingkat turnover, dan terkait dengan masalah kejelasan pengembangan karir dan pemanfaatan ketrampilan, supervisi yang efektif, serta beban kerja. Untuk mengetahui apakah terdapat hubungan antara kepuasan kerja, beban kerja dan job embeddedness dengan intensi turnover, peneliti mengukurnya dengan menggunakan korelasi Pearson. Selanjutnya dilakukan analisis regresi berjenjang dengan data jenis kelamin dijadikan sebagai kontrol. Hasilnya adalah terdapat pengaruh negatif kepuasan kerja serta dimensi fit pada job embeddness terhadap intensi turnover. Hal ini berarti jika kepuasan kerja dan dimensi fit pada job embeddedness ditingkatkan, maka intensi karyawan untuk meninggalkan pekerjaan dapat diturunkan. Dalam penelitian ini, kepuasan kerja serta dimensi fit pada job embeddedness ditingkatkan dengan membuat rancangan intervensi program Team Building. Efek intervensi akan diukur dengan membandingkan data pre dan post-test pada variabel kepuasan kerja serta dimensi fit pada job embeddedness dan intensi turnover.

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The purpose of this study is to determine the effect of job satisfaction, work overload, and job embeddedness towards turnover intention of employee at PT. XYZ. Furthermore, researcher also wanted to find out whether team building intervention can reduce employee turnover intention at PT. XYZ. The symptoms found in PT. XYZ is the high rate of turnover, and issues related to the clarity of career development and skills utilization, effective supervision as well as workload.

To determine whether there are relationships among job satisfaction, work overload and job embeddedness with turnover intention, researchers tested the correlation using Pearson correlation. Further, using regression analysis to determine the effect of job satisfaction, work overload and job embeddedness toward turnover intention. The result shows that there are significant influences of job satisfaction and fit dimension of job embeddedness toward turnover intention. It means, increasing job satisfaction and fit dimension of job embeddedness could reduce turnover intention.

In this study, job satisfaction and fit dimension of job embeddedness are increased through Team Building intervention program. The effects of intervention will be measured by comparing pre and post-test survey data on job satisfaction, fit dimension of job embeddedness, and turnover intention."

"Tingkat turnover yang tinggi merupakan salah satu tantangan dalam manajemen terutama untuk meningkatkan retensi dari karyawan sehingga diperlukannya pencegahan akan peningkatan turnover intentions. Keadaan di lingkungan kerja yang penuh tuntutan pekerjaan dapat mempengaruhi tingkat stres dan kepuasan dari karyawan yang bekerja di bank yang mampu berdampak akan turnover intentions. Salah satu sumber daya yang dapat mengatasi tuntutan di dalam pekerjaan dapat berupa job embeddedness yang berasal dari dalam maupun luar faktor pekerjaan. Tujuan dari penelitian ini untuk menganalisis pengaruh dari job satisfaction dan job stress terhadap turnover intentions yang dimoderasi oleh job embeddedness kemudian juga moderasi dari job satisfaction pada pengaruh job stress terhadap turnover intentions. Data diperoleh dari 183 karyawan yang bekerja di bank yang ada di Indonesia melalui kuesioner daring. Penelitian ini menggunakan metode SEM dengan Lisrel 8.80. Hasil menunjukkan terdapat pengaruh yang signifikan secara negatif dari job satisfaction dan secara positf dari job stress terhadap turnover intentions. Juga job stress berpengaruh negatif terhadap job satisfaction. Job satisfaction selain berpengaruh langsung, juga mampu melemahkan pengaruh job stress terhadap turnover intentions. Job embeddedness memoderasi secara positif pengaruh job satisfaction pada turnover intentions. Sementara moderasi positif moderasi job embeddedness pada pengaruh job stress dan turnover intentions tidak terbukti secara signifikan.

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A high turnover rate is one of the challenges in human resources management, especially to increase employee retention, so it is necessary to do prevention of high turnover intentions rate. Conditions in a work environment which is full of job demands can affect the employees’s stress and satisfaction level which can have an impact on turnover intentions. One of the resources that can overcome the high job demands is job embeddedness which comes from within or outside the job factor. The purpose of this study is to analyze the effect of job satisfaction and job stress on turnover intentions which are moderated by job embeddedness and then also the moderation of job satisfaction on the effect of job stress on turnover intentions. Data were obtained from 183 employees who work at banks in Indonesia through an online questionnaire. This research uses SEM method with Lisrel 8.80. The results show that there is a significant negative effect of job satisfaction and a positive effect of job stress on turnover intentions. Also job stress has a negative effect on job satisfaction. Besides having a direct effect, job satisfaction is also able to buffer the effect of job stress on turnover intentions. Job embeddedness positively moderates the effect of job satisfaction on turnover intentions. Meanwhile, positive moderation of job embeddedness on the effect of job stress and turnover intentions is not significantly proven."

"Penelitian ini bertujuan untuk menganalisis pengaruh human resource practices terhadap employee performance dengan employee well being dan job embeddedness sebagai variabel mediasi pada karyawan tetap The Jakarta Post. Penelitian ini mengambil studi pada perusahaan The Jakarta Post dengan karyawan tetapnya yang menjadi objek penelitian. Penelitian ini menggunakan teori human resource practices, employee performance, employee well being, dan job embeddedness untuk merumuskan dan mengkaji permasalahan. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan metode survei kuesioner menggunakan total sampling terhadap karyawan tetap The Jakarta Post dengan jumlah responden sebanyak 130 responden. Penelitian ini menggunakan analisis Partial Least Square - Structural Equation Modelling (PLS - SEM) untuk menguj hipotesis. Hasil penelitian menunjukkan bahwa terdapat pengaruh human resource practices terhadap employee performance, terdapat pengaruh human resource pratices terhadap employee performance dengan employee well being sebagai variabel mediasi, dan terdapat pengaruh human resource practices terhadap employee performance dengan job embeddedness sebagai variabel mediasi.

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This study aims to analyze the effect of human resource practices on employee performance with employee well being and job embeddedness as mediating variables for permanent employees of The Jakarta Post. This study took a study at the company The Jakarta Post with its permanent employees as the object of research. This study uses the theory of human resource practice, employee performance, employee well being, and job embeddedness to formulate and examine problems. The data technique used in this research is quantitative research with a questionnaire survey method using total sampling of permanent employees of The Jakarta Post with a total of 130 respondents. This study uses Partial Least Square - Structural Equation Modeling (PLS - SEM) analysis to test the hypothesis. The results showed that there was an influence of human resource practices on employee performance, there was an effect of human resource practices on employee performance with employee well being as a mediating variable, and there was an influence of human resource practices on employee performance with job embeddedness as a mediating variable."

"Penelitian ini bertujuan untuk menguji pengaruh transformational leadership, compensation and benefit, dan job stress terhadap employee retention yang dimediasi oleh job embeddedness pada konteks industri perhotelan dan keramahtamahan di Jakarta, Indonesia. Penelitian dilakukan pada karyawan hotel Gamma dan Betaomega Jakarta dengan jumlah responden yang didapatkan adalah sebanyak 157. Data penelitian diperoleh melalui metode survei dengan menggunakan self-administer questionaire. Pengolahan data menggunakan metode SEM-PLS dengan bantuan perangkat lunak SmartPLS.Hasil pengolahan data menunjukkan pengaruh positif dari transformational leadership dan compensation and benefit serta pengaruh negatif dari job stress secara langsung terhadap employee retention. Job embeddedness terbukti memiliki peran mediasi secara parsial dari transformational leadership dan compensation and benefit terhadap employee retention dan tidak memiliki peran mediasi dari hubungan job stress terhadap employee retention. Penelitian ini memiliki kontribusi teoritis yang mengkonfrmasi sebagian hasil dari penelitian sebelumnya di negara dan industri yang berbeda. Secara praktis, penelitian ini memberikan insight kepada manajemen hotel yang dapat digunakan untuk meningkatkan efektivitas retensi karyawan di industri perhotelan dan keramahtamahan, yaitu pentingnya pengembangan transformational leadership, pengelolaan compensation and benefit dan job stress yang baik sehingga terbentuklah job embededness dan employee retention yang tinggi.

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This study aims to test the effects of transformational leadership, compensation and benefit, and job stress towards employee retention mediated by job embeddedness in hospitality industry. The data used in this study are gathered from the employees of Gamma and Betaomega hotel through amounted for 157 respondents. The method to gather the data is through survei with self-administer questionnaire. The data that were gathered then further proccessed utilizing SEM-PLS method with the aid of SmartPLS software.

The results shown in this study are transformational leadership and compensation and benefit have significant and positive effects while job stress has significant and negative effect toward employee retention. Job embeddedness is shown to have partial mediating role in the relationship among transformational leadership and compensation and benefit towards employee retention while in the relationship between job stress towards employee retention, job embeddedness is shown to have no mediating role. In theoretical term, the contribution of this study is partially confirming the result of older study in another country. In practical term, this study gives insight towards the company about how to increase the effectivity of employee retention through the development of transformational leadership, appropriate compensation and benefit, and reducing job stress which resulted in the increase of job embeddedness and employee retention."