Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover.

[Correction Notice: An erratum for this article was reported in Vol 96(6) of Journal of Applied Psychology (see record 2011-20470-001). In the article, the authors published a seven-item measure of Global Job Embeddedness rated on a 5-point agreement scale (1 = strongly disagree, 5 = strongly agree). Critical to job embeddedness theory and measures, this construct is designed to capture both organization and community factors that work together to embed or enmesh people in their current job and organization. Although they used instructions that ensured participants would consider both work and nonwork factors, these instructions were unintentionally omitted from the original published article. These instructions are included in the erratum, along with original items. Researchers are encouraged to use these instructions when using this scale.] Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important limitations and serves as a companion to the original composite measure. Results of this longitudinal study found that job embeddedness predicted voluntary turnover beyond job attitudes and core variables from traditional models of turnover. Results also found that job embeddedness interacted with job satisfaction to predict voluntary turnover, suggesting that the job embeddedness construct extends beyond the unfolding model of turnover (T. R. Mitchell & T. W. Lee, 2001) it originated from. (PsycINFO Database Record (c) 2011 APA, all rights reserved)