Orientation: The success of organisations depends on their ability to appoint, develop, sustain and retain skilled employees. Retaining a strongly committed workforce has become a top priority for most organisations in the financial service sector. Nurturing positive organisational behaviours and emotions helps retain employees, and this is key to lowering the risk of losing precious talent. Research purpose: The purpose of the study was to determine if self-leadership and psychological capital positively influence job embeddedness. Motivation for the study: The study was motivated by the sentiments from a study conducted by Nafei ( 2015 ) that indicated that traditional methods of reducing turnover have become ineffective. The focus on positive retention was however described as promising. Research approach/design and method: A cross-sectional quantitative survey was employed using self-administered questionnaires. The sample comprised 303 banking sector employees. Data were analysed using SmartPLS. Main findings: Self-leadership strategies (constructive thought patterns, behavioural strategies and natural rewards) through psychological resources (hope, optimism and self-efficacy) positively influenced job embeddedness. Practical/managerial implications: The banking industry that seeks to retain employees may invest in increasing levels of job embeddedness, which can be achieved through enhancing psychological resources and utilising self-leadership strategies. Contribution/value add: The findings provide preliminary insights that contribute to the body of knowledge concerned with positive organisational behaviour and retention in the fields of industrial and organisational psychology in the South African context.

中文翻译：

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心理资本和自我领导策略对银行业工作嵌入的影响

方向：组织的成功取决于其任命，发展，维持和保留熟练员工的能力。对于金融服务行业中的大多数组织而言，保留一支坚定不移的员工队伍已成为当务之急。培养积极的组织行为和情感有助于留住员工，这对于降低失去宝贵人才的风险至关重要。研究目的：研究的目的是确定自我领导和心理资本是否对工作嵌入有积极影响。研究的动机：该研究是受纳菲（Nafei，2015年）进行的一项研究的情绪推动的，该研究表明，减少营业额的传统方法已失效。然而，对积极保留的关注被描述为有希望的。研究方法/设计与方法：使用自我管理的问卷进行横断面定量调查。样本包括303名银行部门雇员。使用SmartPLS分析数据。主要发现：通过心理资源（希望，乐观和自我效能感）的自我领导策略（建设性思维模式，行为策略和自然报酬）对工作嵌入有积极影响。实际/管理上的含义：试图留住员工的银行业可能会投资于提高工作嵌入度，这可以通过增强心理资源和利用自我领导策略来实现。贡献/增值：