Job embeddedness, employee retention and innovative work behaviours at a selected municipality

The importance of job embeddedness with its combined forces of fit, links and sacrifice has previously been centred on predicting retention. At the present time, job embeddedness is also considered as a factor influencing innovative work behaviours. The current study extends this line of research by examining the relationship between job embeddedness, employee retention and innovative work behaviours of employees working in the Nelson Mandela Bay Municipality Infrastructure and Engineering Directorate. Research on how job embeddedness influences employee retention and innovative work behaviours, is important in the light of retaining knowledgeable staff in the current municipal setting. A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 131) in the Nelson Mandela Bay Municipality Infrastructure and Engineering Directorate. Correlational results revealed a significant positive linear relationship between on-the-job embeddedness and innovative work behaviours. However, a significant negative linear relationship was reported between on-the-job embeddedness and retention, measured by employees’ perceptions of job prospects and future intentions to leave the organisation. Furthermore, a significant positive linear relationship was reported between off-the-job embeddedness and innovative work behaviours. The study revealed significant differences between age and on-the-job embeddedness. Lastly, significant differences were found between marital status, language and tenure in relation to off-the-job embeddedness. The findings of the study contribute to the research body of knowledge with respect to employee retention and innovative work behaviours at the Nelson Mandela Bay Municipality Infrastructure and Engineering Directorate. The final chapter concludes the research with recommendations for future research practices