Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on- and off-the-job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi-wave studies to study job insecurity, one of the most common work stressors and top concerns among employees around the world. Study 1 demonstrates that job search mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on-the-job embeddedness are less likely to search for jobs despite job insecurity. Study 2 demonstrates that turnover intention mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on-the-job embeddedness are less likely to contemplate quitting despite job insecurity. However, off-the-job embeddedness had opposite interactive effects, exacerbating the relationship of job insecurity with turnover.

中文翻译：

---

面对工作不稳定时的工作嵌入和自愿离职

对理解自愿离职的两个重要贡献是这样的观点：员工在工作期间和离线时都陷入了一个或多个限制力量的网络中，并且他们经历了不同程度的控制和欲望，从而产生了解释离职动机的近端退出状态。我们在两项多波研究的基础上研究工作不安全感，这是世界各地员工最常见的工作压力源和最关心的问题之一。研究 1 表明，求职在工作不安全感和自愿离职之间呈正向关系，并且工作嵌入度较高的员工尽管工作不安全，但不太可能去寻找工作。研究2表明，离职意向在工作不安全感和自愿离职之间呈正向关系，并且工作嵌入度较高的员工尽管工作不安全，但不太可能考虑辞职。然而，脱产嵌入却产生了相反的互动效应，加剧了工作不安全感与人员流动的关系。