A study on the influence of organizational job embeddedness on turnover intention among generation-y in Proton Edar Sdn. Bhd.

Job embeddedness (JE) is an employee state of mind that drives them to stay in an organization because of numerous organizational related factors. JE comprises of two dimensions namely organization and community. These two dimensions focuses on describing the extent to which an individual is linked to other people and activities in the organization and community. Each dimension comprises of three
elements: links, fit, and sacrifice. This study focuses the relationship between the organizational dimension comprises of link, fit and sacrifice components among the Gen-Y employees in Proton Edar Sdn. Bhd. (PESB). A total of 124 questionnaires were distributed to the Gen-Y employees at PESB through simple random sampling. The drop-off method was used to distribute the questionnaires to employees of PESB from various divisions. A total of 113 usable questionnaires were used for data analysis. Using correlation analysis, it was found that there was significant relationship between turnover intention and the independent variables namely, fit, link and sacrifice. Among the independent variables, organization fit was found to be significant at 0.000, with beta value of 0.418 implying that 41.8% of the variance in turnover intention is explained by the organization fit component of organization dimension of job embeddedness. This finding can serve as a basis to reformulate HRM policies and create new standards and procedures to nurture
the Gen-Y employees’ organization fit to improve their retention at PESB.