Furloughed Employees' Voluntary Turnover: The Role of Procedural Justice, Job Insecurity, and Job Embeddedness.

During the COVID-19 lockdown period, several employers used furloughs, that is, temporary layoffs or unpaid leave, to sustain their businesses and retain their employees. While furloughs allow employers to reduce payroll costs, they are challenging for employees and increase voluntary turnover. This study uses a two-wave model (Time 1: n = 639/Time 2: n = 379) and confirms that furloughed employees' perceived justice in furlough management and job insecurity (measured at Time 1) explain their decision to quit their employer (measured at Time 2). In addition, our results confirm that furloughed employees' job embeddedness (measured at Time 1) has a positive mediator effect on the relationship between their perceived procedural justice in furlough management (measured at Time 1) and their turnover decision (Time 2). We discuss the contribution of this study to the fields of knowledge and practice related to turnover and furlough management to reduce their financial, human, and social costs.

How Does Servant Leadership Nurture Nurses' Job Embeddedness? Uncovering Sequential Mediation of Psychological Contract Fulfillment and Psychological Ownership

Aim. This research aimed to explore how servant leadership nurtures nurses' job embeddedness by uncovering the sequential mediation of psychological contract fulfillment and psychological ownership. Background. The healthcare of Pakistan is undergoing an acute shortage of 1.3 million nurses. The gap is widening due to unprecedented natural uncertainties (floods, earthquakes, COVID-19, dengue, polio, and monkeypox) and the large-scale brain drain of nurses. Therefore, exploring the underlying factors that could facilitate nurses' job embeddedness is imperative. Methods. A cross-sectional research design was employed, wherein data were gathered in three rounds, two months apart, from 587 nurses employed in public hospitals in Pakistan, and analysis was performed with Smart-PLS. Results. Servant leadership positively influences nurses' job embeddedness and psychological contract fulfillment. Besides, psychological contract fulfillment positively affects psychological ownership, and psychological ownership enhances nurses' job embeddedness. Finally, psychological contract fulfillment and psychological ownership sequentially mediate the relationship between servant leadership and job embeddedness. Conclusions. This research emphasized the vitality of servant leadership in nurturing nurses' job embeddedness. Implications for Nursing Management. Healthcare authorities should keenly focus on promoting servant leadership that shapes the positive perception of nurses about their psychological contract fulfillment and psychological ownership, which are essential resources to cherish nurses' job embeddedness.

Career Adaptability as a Predictor of Employees' Career Agility and Career Embeddedness

The coronavirus disease-19 (COVID-19) pandemic has disrupted global economies and organisations, and human resources (HR) has been at the very heart of it and has had to deal with the disruption. Organisations and employees were forced to adapt to the new normal in order to survive. Since organisations are now on the road to recovery, the role of HR has become even more important. The turmoil of the modern career space requires human resource strategies that assist employees in successfully managing their career status and be more agile, embedded and adaptable in their work environment. This chapter explores the construct of career adaptability as a predictor of employees' career agility and career embeddedness. Adaptability ensures alignment with a volatile new world of work that has to contend with rapid technological and organisational changes and pandemics. This chapter reports on research showing that career adaptability predicts employees' career agility and career embeddedness. It also explores the relationship between career agility, career embeddedness and career adaptability. Finally, this chapter recommends interventions for the cultivation of career adaptability attributes to enhance individuals' agility and embeddedness in the new world of work. Based on theoretical relationships, human resource practitioners, industrial and organisational psychologists and career psychologists can identify and develop interventions and strategies to enhance employees' career adaptability and, as a result, their career agility and career embeddedness. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.

Attitude embeddedness and attitude consistency: Major factors in conceptualizing attitude properties

There were two broad goals pertaining to attitude strength that were explored in this dissertation. First, research and theory have suggested that many of the traditionally examined subjective attitude properties are distinct constructs. Yet, many attitude properties conceptually overlap with one another. In order to better understand the landscape of attitude properties, I examined the factor analytic structure of a comprehensive set of attitude strength antecedents. Participants reported attitudes toward the topic of GMOs (Study 1) or toward a topic they identified as important to them (Studies 2-6) and various subjective properties of their attitudes. In Studies 1-3, exploratory factor analyses revealed that the various strength antecedents reflected a two-factor structure that differentiated properties relating to an attitude's embeddedness in one's core values and identity from properties reflecting a consistency or entrenchment in an attitude. In Studies 4-6, confirmatory factor analyses determined that, in addition to the over-arching two-factor structure, including 'minor factors' reflecting each attitude property further improved model fit (see Appendix F for a summary of the indices of fit for each study). I therefore propose a hybrid model, wherein the various attitude properties form an over-arching two-factor structure in which each major factor includes additional 'minor' constructs. Across studies, moral basis loaded highly on an embeddedness factor along with values basis (all studies), importance (Studies 4-6), affective and cognitive meta-bases (Studies 5-6), self-definition, and subjective attitude strength (Study 6). The consistency factor was composed of subjective ambivalence (all studies), correctness, clarity (Studies 1-4), attitude-relevant knowledge (Studies 4-6), and certainty (Studies 5-6).The second goal of this dissertation was to understand, given the factor structure of the subjective attitude properties, which behavioral outcomes are better predicted by embeddedness versus consistency. I took an exploratory approach examining a variety of different behavioral domains, and found that attitude embeddedness (vs. consistency) predicted an increased attempt to shape one's environment by selectively exposing oneself to those who agree with one's position (Studies 4 and 7) and selectively exposing oneself to more biased news sources (Study 8). Attitude consistency (vs. embeddedness), on the other hand, better predicted the strength of relation between self-isolation attitudes and behaviors in the context of COVID-19 (Studies 9-10). I also examined the ability of each attitude feature to predict advocacy intentions (Studies 3-6). Embeddedness and consistency (as latent variables) each independently predicted advocacy intentions. It seemed that one way to understand these patterns would be that embeddedness plays a larger role when attitudes might serve value-expressive or social identify functions, whereas consistency might play a larger role when attitudes serve primarily utilitarian functions. Study 11 put that possibility to a confirmatory test, finding that in different contexts different attitude properties better predicted advocacy outcomes (Study 11). In particular, attitude embeddedness increased advocacy intentions for attitudes that served a social identity function, whereas attitude consistency increased advocacy intentions for attitudes that served a utilitarian function. Taken together, this work helps us to understand how attitude properties relate and the contexts under which different classes of attitude properties predict different outcomes. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Embedding relationships: The indirect effects of work relationships on turnover intent

With the onset of the "Great Resignation" following the onset of the COVID-19 pandemic, employees are quitting jobs at unprecedented levels. Although the traditional model of turnover (Mobley, 1977;Mobley, Griffeth, Hand, & Meglino, 1979) links job attitudes and turnover intentions as key determinants in understanding the turnover process, there is a growing recognition of the importance of studying contextual variables, namely social relations, in expanding our understanding of employee turnover and retention. Job embeddedness (Mitchell et al., 2001) and social capital theories (Granovetter, 1973;Burt, 1992;Lin, 1982) implicate employees' social networks as additional factors worth investigating in understanding employee turnover. The aim of the current study was to study an expanded model of turnover by examining whether different types of social relationships at work differentially related to work experiences and attitudes that, in turn, related to turnover intentions. The current research leveraged an ego-centric method to collect information on employees' social networks at work along with work experience and attitudinal constructs. The results of the study found that expressive relationship networks (i.e., friendship networks) had a positive, significant effect on employees' job embeddedness, with an indication of a marginal indirect effect with organizational commitment. Surprisingly, employees' instrumental networks were not significantly related to any work experience or attitudinal factors. There was no support for the hypothesized indirect effects linking social networks, work experiences and attitudes, and turnover intentions. Practical implications and directions for future research are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Putting Fairness into the Gig Economy: Delivery Cooperatives as Alternatives to Corporate Platforms

Since the COVID-19 pandemic began, platform capitalism has expanded greatly in the delivery sector. The consolidation of an oligopoly controlled by a few corporate platforms has led to precarious working conditions for "gig economy” workers. Increasing protests and strikes have led to the reform of labour directives and to the emergence of alternative ways of organising work through platform cooperatives. This article examines how these emergent platform cooperatives are mobilised and their challenges and implications. Barcelona, the cradle of many platform economy and delivery sector start-ups, is a critical case for examining the recent birth of alternative delivery cooperatives. This article is informed by the cases of three cooperatives, organised by those working as riders, providing delivery services in the city of Barcelona: Mensakas, Les Mercedes, and 2GoDelivery. The paper shows how the embeddedness of these nascent platform cooperatives in favourable governance arrangements, a supportive social and solidarity movement, the knowledge and experience of workers, and the territory where the cooperatives are embedded are essential for their creation. This multi-layered embeddedness is necessary, but not sufficient, to explain how platform cooperatives thrive. The study concludes that the agency of platform workers, who triggered this transformation, was essential for the emergence of alternative ways of organising work in the platform economy. © 2023 by the authors.

Asking for help: restaurant crowdfunding during COVID-19

The purpose of this study is to explore business crowdfunding donation campaigns in which there is no reward or incentive provided to the donor. Specifically, crowdfunding campaigns benefiting restaurants and their employees are examined in two large U.S. cities during the COVID-19 pandemic to determine whether the level of social embeddedness and the amount of social capital available to restaurants affected the amount donated.This study's findings indicate that the social embeddedness for COVID-19 restaurant donation campaigns is not related to the amount donated. There is a significant difference in donation amounts for campaigns started by the restaurant owner or an individual connected to the restaurant compared to campaigns started by GoFundMe. There is also a significant difference in the amounts of funds donated and the number of shares made for campaigns in large population cities compared to those not in large cities. Examinations of donation campaigns for the benefit of businesses provide new insight into the use of this emerging financial platform, particularly in relation to social embeddedness and social resource theory.

Antecedents to bounce forward: A case study tracing the resilience of inter-organisational projects in the face of disruptions

Inter-organisational projects depend on stakeholder interactions and joint decision-making to perform and continually adjust to variations. This paper examines the emergence of transformative resilience (i.e., dynamic project capabilities to pursue fundamentally new strategies and practices) when facing external disruptions. A process-orientated case study was conducted within a culturally diverse project network of disaster risk management actors from Sweden and four Asian countries during the COVID-19 pandemic. The study found three crucial interactional considerations in the premise of project resilience during challenging times. These considerations concern contextual (through proactivity for a common picture and centralisation of linkages), behavioural (through stakeholders' willingness to engage, commit and distribute agency), and cognitive embeddedness (through appreciation of diversity and reflexivity of actions). The findings enrich our understanding of resilience with new insights into the sequential and antecedent role of social embeddedness in projects' organisational transformation and the complexity of inter-organisational relationships in uncertain times. © 2023 The Author(s)

Neighbourhood cohesion, loneliness and perceived social isolation prior and during the COVID-19 pandemic. Longitudinal evidence from the German Ageing Survey.

PURPOSE: To investigate the longitudinal association between neighbourhood cohesion and loneliness as well as perceived social isolation prior and during the COVID-19 pandemic (stratified by sex). METHODS: Longitudinal data were taken from a nationally representative sample (German Ageing Survey) of inhabitants aged 40 years and over in Germany prior (wave 6: year 2017) and during the COVID-19 pandemic (wave 8: November 2020 until February 2021; n = 6688 observations, mean age was 67.4 years). The De Jong Gierveld tool was used to measure loneliness and the Bude and Lantermann tool was used to measure perceived social isolation. Neighbourhood cohesion was assessed based on different items. RESULTS: FE regressions showed that decreases in closeness of contact with neighbours were associated with increases in loneliness and perceived social isolation levels among men, but not women. In contrast, decreases in different indicators of involvement in neighbourhood activities were associated with increases in loneliness and perceived social isolation levels among women, but not men. CONCLUSION: Changes in neighbourhood factors are differently associated with loneliness and perceived social isolation among middle-aged and older women and men. Gender-specific efforts to avoid loneliness and social isolation are, therefore, needed.

Migration, Embeddedness, and Vulnerability During the COVID-19 Pandemic.

The COVID-19 pandemic and concomitant policy measures have disproportionally affected the lives of migrants worldwide. Focusing on inequalities between social groups, studies have tended to neglect the role of local embeddedness as a factor influencing the extent to which individuals are affected by COVID-19. In this paper, we study the vulnerabilities of people with different migration experiences in an urban setting in the early stages of the pandemic, focusing on three key livelihood assets: economic, social, and human capital (health). Our analyses are based on online survey data (n = 1381) collected among international migrants, second-generation residents (those with at least one parent born abroad), and non-migrants residing in Amsterdam in July 2020. We find that international migrants, and particularly those who arrived in the city more recently, reported larger shocks to their economic and social capital than other city residents. This finding illustrates the vulnerabilities of "newcomers" to the city and their limited resilience to shocks. Second-generation residents were particularly vulnerable in terms of health, but this relationship was strongly mediated by education and neighborhood effects. In all three groups, those with poor relative wealth and those who were self-employed were more vulnerable to economic shocks. Our findings illustrate how the COVID-19 pandemic has exacerbated inequalities in vulnerabilities across migrant and non-migrant groups, and how those who were locally embedded, including migrants and non-migrants, were less likely to be negatively affected by the pandemic.

(Trans)regional embeddedness and the resilience of offshore campuses

Regional embeddedness plays an important role for universities. We show that for transnational subsidiaries of universities, or offshore campuses, which are necessarily transregionally embedded through their relations to their home university campus and its networks, the level of regional embeddedness is also of critical importance. We define four dimensions of regional and transregional embeddedness: partnerships, government funding, faculty and staff, and student recruitment. Based on qualitative interviews conducted before and at the onset of the COVID-19 pandemic and a global survey of offshore campus managers during the pandemic, we show how campuses with strong regional embeddedness seem to have been more resilient in the face of the COVID-19 crisis than those campuses which are less strongly regionally embedded. Nonetheless, regional embeddedness of institutions is no panacea and its risks and trade-offs with transregional embeddedness should be carefully weighed by higher education managers. © 2023 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group.

Hypocrisy is the tribute that vice pays to virtue: Dynamics of perceived organization hypocrisy and job embeddedness in the hospitality industry.

In the wake of the COVID-19 pandemic, hospitality institutions are striving for legitimacy, which leads them to organizational hypocrisy, generating perceptions of inducement breach, future anxiety, and ultimately reduced Job Embeddedness. This study has identified industry and environmental situation-specific constructs in a mutual relationship to fill a theoretical gap. An electronic survey of 2100 frontline employees was administered among which 842 completed surveys were retained for analysis. The validity of the measures and the absence of common method bias were established. SPSS PROCESS was used to compute the serial mediation effects. Contrary to existing knowledge, the results of this study indicate that organizational hypocrisy increases employee job embeddedness. Three reasons identified for this result are Asian culture sample, prevalence of COVID-19 pandemic, and the necessity of hypocrisy emphasized by scholars. The study also presents an underlying mechanism that makes this relationship negative through perceived inducement breach and future anxiety. This study focuses on HOW and IF organizational hypocrisy has detrimental effects, thus adding empirical evidence to otherwise exploratory literature. For hospitality industry, employees are an irreplaceable resource that provides competitive advantages; they need to align their values with that of their employees by word and actions or risk losing them.

(Trans)regional embeddedness and the resilience of offshore campuses

Regional embeddedness plays an important role for universities. We show that for transnational subsidiaries of universities, or offshore campuses, which are necessarily transregionally embedded through their relations to their home university campus and its networks, the level of regional embeddedness is also of critical importance. We define four dimensions of regional and transregional embeddedness: partnerships, government funding, faculty and staff, and student recruitment. Based on qualitative interviews conducted before and at the onset of the COVID-19 pandemic and a global survey of offshore campus managers during the pandemic, we show how campuses with strong regional embeddedness seem to have been more resilient in the face of the COVID-19 crisis than those campuses which are less strongly regionally embedded. Nonetheless, regional embeddedness of institutions is no panacea and its risks and trade-offs with transregional embeddedness should be carefully weighed by higher education managers.

Fair and Square: Impact of Hospitality Employees' Justice Perceptions and Job Embeddedness on Citizenship Behavior during COVID-19

COVID-19 pandemic has adversely impacted all industries, and the hospitality sector has been the worst hit. Drawing upon conservation of resource (COR) theory, it was hypothesized that organizational justice as well as job embeddedness will positively impact employees' engagement in organizational citizenship behavior (OCB). In addition, the moderating role of job embeddedness in organizational justice-OCB relationship was studied. Using time-lagged data of hospitality employees from India, the results demonstrate that of all dimensions of organizational justice, interactional justice emerges as the strongest predictor of OCB. Further, job embeddedness was seen to have a significant relationship with all dimensions of OCB. Support was also found for the moderating role of job embed-dedness in strengthening the positive relationship between justice perceptions and certain dimensions of OCB. Finally, the implications are discussed enhancing our understanding of organizational justice- job embeddedness-OCB relationship in Indian hospitality sector during the COVID-19 pandemic, suggesting several measures which can be taken by managers of this sector to promote employee extra role behaviors.

Just-in-case transitions and the pursuit of resilient food systems: enumerative politics and what it means to make care count

This paper represents one of the first critical social science interrogations of an agrifood just-in-case transition. The just-in-case transition speaks to a philosophy that values building buffers and flexibility into longer value chains to make them more resilient to shocks, which stands in contrast to the just-in-time philosophy with its emphasis on long, specialized, and often inflexible networks. Influenced by COVID-related disruptions and climate change induced uncertainties, the just-in-case transition examined here centers on the heightened interest in vertical farm-anchored supply chains. Interviewing actors responsible for promoting vertical farm-anchored local supply chains in the US and Canada, I attempt to sketch out how these spaces, infrastructures, and practices care. Put differently, as understood through a feminist ethics of care, whom and what are cared for and how is care practiced in these just-in-case transitions and why? Enumerative politics was observed in the data-the idea that we can make care count. Practices and discourses linked to infrastructural/supply chain transitions are highlighted that result in care being narrowly conceived as a technical or transactional matter. The paper concludes reflecting on what it means to afford just-in-case agrifood transitions animated by matters of care that hold greater emancipatory potentials.

Shifting Sands: The Institutional Embeddedness of the Sydney Nonprofit Sector and its Relation to the State, Market, and Civil Society

In this essay, we explore the institutional embeddedness of the Sydney nonprofit sector via its changing relations with the state, market, and civil society. We explore the historical development of these relations and how these durable relations have shifted in recent years, putting pressures on the sector. The federal government’s effort to constrain advocacy practices has resulted in a tense relationship between the sector and the state. The push to introduce market mechanisms to generate resources for the sector and the rise of impact investing have pushed nonprofit organizations to explore financial innovations and into the now locally labeled “social economy.” These developments directly impinge on how nonprofits perform their roles by circumscribing the scope for advocacy and by putting nonprofits on a different path for financial sustainability. Compounding these shifts are the COVID-19 pandemic and the sector’s relationship with civil society. The pandemic underscored the importance of the work carried out by nonprofits and saw a resurgence in the sector’s relationship to civil society, while revealing the sector’s chronic fragility. By examining the institutional embeddedness of the nonprofit sector in this way, we provide a common framework for understanding a local nonprofit sector in the context of global changes, fostering future comparative work.

Desperate Times, Desperate Measures: Exploring the Dark Side of Job Embeddedness During COVID-19 Pandemic

Drawing upon the conservation of resource (COR) theory, the purpose of the article is to explore how the two dimensions of job insecurity, that is, quantitative, and qualitative insecurity relate to unethical pro-organisational behaviour (UPB). The study further aims to investigate if job embeddedness moderates the relationship between two forms of insecurity and UPB. The hypotheses were tested with three wave survey data collected from 354 employees during the period of strict lockdown in India when all the employees were working from home. The main and interaction effects were analysed with regression analysis on PROCESS v 3.0 macro. Quantitative job insecurity was seen to influence UPB positively, whereas no significant relation was found between qualitative insecurity and UPB. The two dimensions of job insecurity and UPB were moderated by job embeddedness such that the association was greater for employees who were more embedded. The results point towards the 'dark side' of embeddedness which may have deleterious effects for the organisation in the form of UPB.

Embedding relationships: The indirect effects of work relationships on turnover intent

With the onset of the "Great Resignation" following the onset of the COVID-19 pandemic, employees are quitting jobs at unprecedented levels. Although the traditional model of turnover (Mobley, 1977;Mobley, Griffeth, Hand, & Meglino, 1979) links job attitudes and turnover intentions as key determinants in understanding the turnover process, there is a growing recognition of the importance of studying contextual variables, namely social relations, in expanding our understanding of employee turnover and retention. Job embeddedness (Mitchell et al., 2001) and social capital theories (Granovetter, 1973;Burt, 1992;Lin, 1982) implicate employees' social networks as additional factors worth investigating in understanding employee turnover. The aim of the current study was to study an expanded model of turnover by examining whether different types of social relationships at work differentially related to work experiences and attitudes that, in turn, related to turnover intentions. The current research leveraged an ego-centric method to collect information on employees' social networks at work along with work experience and attitudinal constructs. The results of the study found that expressive relationship networks (i.e., friendship networks) had a positive, significant effect on employees' job embeddedness, with an indication of a marginal indirect effect with organizational commitment. Surprisingly, employees' instrumental networks were not significantly related to any work experience or attitudinal factors. There was no support for the hypothesized indirect effects linking social networks, work experiences and attitudes, and turnover intentions. Practical implications and directions for future research are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Job expectancy, burnout, and departure: Predictors of high school principal turnover

Among the many new educational challenges resulting from COVID-19 and existing learning deficits of students in underserved communities, districts and policymakers must address the school disruption caused by constant principal turnover. Extensive empirical studies on principal turnover continually show that transiting leaders impact staff and students at similar rates each year, further widening the gaps in performance for select subgroups of students and the careers of these leaders. The purpose of this study was to examine the causes of principal turnover in relation to those who stay and leave public education after one and three years with a focus on high school principals from a large metropolitan district in a southwestern region of the United States. The researcher aggregated district and school-level certified personnel data of 339 from approximately 2000 school principals through 2017-2020. The data were compiled into two categories: (a) staying on or leaving the job after one year and (b) staying on the job or leaving after three years. Using binomial logistic regression design, the researcher determined the extent that principals leave their schools based on individual and collective influences in the profession. The construct of job embeddedness was used to define the voluntary principal turnover behaviors for multiple years. The analysis showed a decrease in the principals who stayed at the same school from one to three years, with key variables such as the principal's age, gender, and subordinate leaders predicting their intent to remain with the institution. The impact takes three to five years to improve the school or return student performance to a certain level. Furthering students' educational path requires the district and school leaders to develop systematic and supportive processes to decrease principal turnover rate, particularly with minority student populations and inexperienced school leaders. Preventing and predicting involuntary principal turnover is necessary to increase and sustain the achievement and school climates conducive for favorable working and learning conditions. Recommendations included systematic efforts for national, state, and district retention initiatives, ongoing professional development on school improvement cycles, coaching for principals beyond their first two years, and greater autonomy at the school level. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

The role of perceived organizational support and on the job embeddedness on employee turnover intention

Turnover is a prominent issue as organizations seek to retain quality personnel in the face of shortages in skilled and experienced labor. However, prior research in the area has produced mixed results which may be in part due to difficulties in operationalizing related constructs and moderators. In addition, the COVID-19 pandemic caused an unprecedented employment crisis all around the world. Grounded in social exchange and reciprocity norm theories, this study provided additional evidence on the relationship between perceived organization support and job embeddedness on turnover intention and the tested moderating effect of the demographic factors of gender, age, and race on proposed models. Second, this study evaluated the impact of benefits on perceived organizational support. Third, this dissertation provided insight into how an employees' perception or stress related to COVID-19 impacted turnover intention and employees' productivity. This paper utilized survey data collected from employees in various industries including accounting. The hypotheses were tested using R and R studio statistical software. While the results did not confirm interaction effects from the variables tested, the results did affirm the impact of perceived organization support and job embeddedness on turnover intention. Results also provided evidence of the impact of COVID-19 to turnover intention and the impact of benefits use and benefits needed on perceived organizational support. (PsycInfo Database Record (c) 2022 APA, all rights reserved)