An investigation of job embeddedness in a male-dominated industry: what makes female employees stay?

This study aimed to investigate employee retention within the construction industry, with a focus on how the male-dominated industry can retain its female employees. Job embeddedness, a theory of employee retention, looks at both organizational and community embeddedness. In line with researchers call for studies investigating causal indicators of the construct, the current study investigated whether the relationship between a set of employee work-related wellbeing HR practices and turnover intention through organizational embeddedness would be different for men and women. Furthermore, as the male-domination of the industry might characterize the organizational climate, perceptions of discriminatory behavior were addressed. Last, as other factors outside employees’ work can affect their decision to leave, the possible moderating effect of gender was tested on the community embeddedness and turnover intention relationship. The data from 132 employees working in the industry revealed non-significant results with regards to gender as a moderator within the relationship between a set of employee work-related well-being HR practices and turnover intention through organizational embeddedness. However, organizational embeddedness was found to have an indirect effect on the relationship. Through an analysis of qualitative data, we found differences in employee perceptions of discriminatory behavior, which indicates that HR practices and the organizational embeddedness construct may not capture the whole story. Last, the analysis revealed a non-significant moderation effect by gender on the relationship between community embeddedness and turnover intention. However, men were found to have higher community embeddedness than women. Other findings are discussed, as well as theoretical and practical implications, limitations, and directions for future research. Keywords: Male-dominated industry, Job Embeddedness, Work-Related Well- Being HR practices, Perceptions of discriminatory behavio