Employee turnover is one of the greatest problems facing top management teams. The general problem is that employee undesirable voluntary turnover regularly occurs in organizations. This study of job embeddedness is unprecedented and is the first scholarly work using a sample from the Aerospace and Defense Industry. The purpose of this quantitative study was to evaluate the primary data collected to examine the linear association between job (organization and community) embeddedness at the sub-dimension (fit, links, and sacrifice) level and voluntary turnover in the Aerospace and Defense Industry subpopulation System Engineering and Technical Assistance (SETA) support contract workforce. The sample (n = 185) included full-time working adults age 18 to 65 in the United States. The respondents, for two weeks in mid-Spring 2014, self-reported and completed a Likert scale survey as the primary data collection instrument. Three research questions were investigated. Research question 1 determined the relationship between on-the-job embeddedness and voluntary turnover amongst defense SETA support contract employees. The study findings revealed there is a significant relationship between on-the-job embeddedness and intention to voluntary turnover. Research question 2 determined the relationship between off-the-job embeddedness and voluntary turnover amongst defense SETA support contract employees. The study findings revealed there is a significant relationship between off-the-job embeddedness and intention to voluntary turnover. Research question 3 asked, "What is the difference between age, job embeddedness, and voluntary turnover amongst defense SETA support contract employees?" This research question was eliminated because of data skew. In addition, significant gender statistical analysis differences exist.
|Adviser||SUZANNE M. RICHINS|
|Subjects||Management; Organizational behavior|
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