Industry Differences in the Development of Job Embeddedness

Across different professions within all aspects of business, there are motivational forces that help keep an employee anchored to the work they are doing or in the company they work for. Job embeddedness factors, or the factors that encourage an employee to remain committed to their present employer, serve to help an organization in the long term by reducing turnover, maintaining and supporting employee satisfaction, and establishing a culture of commitment. The current study focuses on reviewing the factors of job embeddedness and how they differ between both private sector and public sector; more specifically, whether job embeddedness is seen more by incentives that promote more out of work enjoyment versus in work enjoyment. By reviewing the differences of motivational factors across both private and public sectors, researchers hope to get a better understanding of why people stay in within their place of employment. It is hypothesized that in public sector, more “in-work” factors, such as the availability of a pension and the social links within an organization, are the key factors in job embeddedness, while more “out of work factors”, like location, fit within the company, and out of work social links are the key factors of job embeddedness in private sector companies. Data was collected from both private and public sector employees via self-reported survey that was then analyzed by researchers. Results are still being calculated, however tests such as T-test analyses will be run to measure the differences