Abstract

This research examines the effect of Job Embeddedness (JE) on turnover intentions (TI) among staff in the hotel industry of Uttarakhand, India. JE, including Fit, Links, and Sacrifice, has become a crucial paradigm for comprehending employee retention. A quantitative technique was employed to collect data from 79 employees across eight hotels. A multiple regression analysis was performed to examine the impact of the dimensions of JE on turnover intention. Results indicate that all three aspects of job embeddedness substantially diminish turnover intention, with Sacrifice exerting the most pronounced influence. Employees who recognize significant compromises associated with leaving, such as the forfeiture of perks and relationships, are the least inclined to indicate intentions to resign. Fit and Links are essential, as a robust alignment between personal values and the organization, along with social relationships in the workplace, leads to reduced turnover intentions. The research highlights the significance of incorporating job embeddedness into retention tactics, especially in high-turnover sectors such as hospitality. The findings provide significant insights for HR professionals and enhance the prevailing literature on JE and turnover in labor-intensive sectors.