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The relationship between job embedde...

Ringl, Raymond W.

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The relationship between job embeddedness and work engagement.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The relationship between job embeddedness and work engagement./
作者:	Ringl, Raymond W.
面頁冊數:	64 p.
附註:	Source: Masters Abstracts International, Volume: 52-03.
Contained By:	Masters Abstracts International52-03(E).
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1547136
ISBN:	9781303480089

The relationship between job embeddedness and work engagement.
Ringl, Raymond W.

The relationship between job embeddedness and work engagement. - 64 p.

Source: Masters Abstracts International, Volume: 52-03.

Thesis (M.S.)--San Jose State University, 2013.

Research on job embeddedness has focused on explaining why employees choose to stay with their organizations rather than why they leave. Recently, research on job embeddedness has expanded to predict other employee behaviors such as organizational citizenship behaviors and innovation-related behaviors. To date, no research has been conducted to investigate the relationship between job embeddedness and work engagement. The purpose of this study was to add to the literature on job embeddedness by investigating relationships between the six dimensions of job embeddedness and the three dimensions of work engagement. Based on 213 participants, the study results showed that organizational embeddedness was positively related to work engagement. Furthermore, non-work aspects of a person's life-space (community fit and community sacrifice) were related to work engagement. These findings add to the utility of job embeddedness when predicting employee behaviors such as work engagement and also provide novel insight into unthought-of antecedents of work engagement.

ISBN: 9781303480089Subjects--Topical Terms:

520063
Psychology, Industrial.

The relationship between job embeddedness and work engagement.
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520 $a Research on job embeddedness has focused on explaining why employees choose to stay with their organizations rather than why they leave. Recently, research on job embeddedness has expanded to predict other employee behaviors such as organizational citizenship behaviors and innovation-related behaviors. To date, no research has been conducted to investigate the relationship between job embeddedness and work engagement. The purpose of this study was to add to the literature on job embeddedness by investigating relationships between the six dimensions of job embeddedness and the three dimensions of work engagement. Based on 213 participants, the study results showed that organizational embeddedness was positively related to work engagement. Furthermore, non-work aspects of a person's life-space (community fit and community sacrifice) were related to work engagement. These findings add to the utility of job embeddedness when predicting employee behaviors such as work engagement and also provide novel insight into unthought-of antecedents of work engagement.
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