Occupational embeddedness and job performance

2009/01/08 by Thomas W. H. Ng, Daniel C. Feldman · 3 citations
Business, Management and Accounting · Psychology · #Job Satisfaction and Organizational Behavior #Motivation and Self-Concept in Sports #Team Dynamics and Performance

paper · doi:10.1002/job.580

openalex publication_date 2009/01/08 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/29

Abstract

Abstract While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects of organizational embeddedness. In addition, we found that trait affect moderated the relationships of occupational embeddedness to job performance. Occupational embeddedness was more strongly related to counterproductive work behavior when trait negative affect was high, while occupational embeddedness was more strongly related to both citizenship behavior and creativity when trait positive affect was high. Results also indicated that the various components of occupational embeddedness had different effects on job outcomes. Fit had a strong positive effect on core task performance, links had a positive effect on creativity, and sacrifice had a small positive effect on citizenship behavior. The article concludes with a discussion of implications for future research and management practice. Copyright © 2009 John Wiley & Sons, Ltd.

Citations

• WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.
• The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.
• A Reliability Coefficient for Maximum Likelihood Factor Analysis
• Comparative fit indexes in structural models.
• A personality trait-based interactionist model of job performance.
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• Development of a measure of workplace deviance.
• Structural Model Evaluation and Modification: An Interval Estimation Approach
• A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium
• Development and validation of brief measures of positive and negative affect: The PANAS scales.

Cited by

• Understanding organizational embeddedness and career success: Who and what you know
• Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature
• Conceptualizing embeddedness as a key dimension for analyzing journalistic cultures

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