The role of job embeddedness as a mediator in the relationship between job demand resources and turnover intentions

This study aims to investigate the mediating effect of job embeddedness on the relationship between Job Demand Resources (JD-R) and turnover intentions. Using the Conservation Of Resource theory (COR) in explaining the mediation effect, employees with high level of job resources (growth opportunities, career development, social network, and job security) are more likely to stay in the organization and have low scores in turnover intentions. The data were collected from a media organization in Jakarta (N = 210), and the mediation effect was analyzed using Hayes’ PROCESS macro. Results show that JD-R negatively influences the level of employees’ turnover intentions and positively influences job embeddedness. In addition, job embeddedness negatively influences turnover intentions. The mediation analysis shows job embeddedness has a partial mediation effect on the relationship between JD-R and turnover intentions. The indirect effect of JD-R on turnover intentions through job embeddedness is significant. Theoretical and practical implications are discussed. Based on the result, it is concluded that job embeddedness can mediate the relationship between JD-R and turnover intention in an online media organization.