Purpose

The study aims to determine how the relationship among links, fit and sacrifice (dimensions of job embeddedness) influence employees' intention to quit in the case of professionals belonging to Generation Y.

Design/methodology/approach

A quantitative correlational study was conducted with a cross-sectional dimension of time. The survey technique was applied through a certified online panel. The sample consisted of 211 members of Generation Y.

Findings

It has been verified that the only significant dimension for Generation Y is sacrifice.

Research limitations/implications

It is necessary to extend the study of the dimensions of job embeddedness and their influence on employees' intention to quit in different demographic groups. It would be advisable to conduct longitudinal studies to observe the dynamics of job embeddedness throughout the years.

Practical implications

Organizations concerned with retaining the talent of young professionals can focus on the development of policies and benefits that encourage sacrifice.

Social implications

The finding that the sacrifice dimension is the one that would reduce the intention to leave for Generation Y will help to ensure that organizations retain the workforce that they value.

Originality/value

The study is important to gain a better understanding of Generation Y behavior. In addition, in response to the demand from the literature, the sample considered only Generation Y with work experience.

中文翻译：

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链接，适合还是牺牲：Y一代的工作嵌入和辞职意愿

目的

该研究旨在确定在属于 Y 一代的专业人士的情况下，联系、适合度和牺牲（工作嵌入维度）之间的关系如何影响员工的离职意愿。

设计/方法/方法

对时间的横截面维度进行了定量相关性研究。该调查技术是通过经过认证的在线小组应用的。样本由 Y 世代的 211 名成员组成。

发现

已经证实，对于 Y 世代来说，唯一重要的维度是牺牲。

研究限制/影响

有必要扩展研究工作嵌入的维度及其对不同人口群体员工离职意愿的影响。建议进行纵向研究以观察多年来工作嵌入的动态。

实际影响

关心留住年轻专业人才的组织可以专注于制定鼓励牺牲的政策和福利。

社会影响

牺牲维度会降低离开 Y 一代的意愿这一发现将有助于确保组织保留他们重视的劳动力。

原创性/价值

这项研究对于更好地了解 Y 一代的行为非常重要。此外，应文献的要求，样本只考虑了有工作经验的Y一代。