| There is a need to address this phenomenon;why young teachers often face problems related to academic performance and turnover intention in the workplace.Why there is a decline in young teacher's academic performance and increase in workplace turnover,there is a dire need to address this phenomenon.Jon embeddedness represents a wide variety of internal and external stimuli which encourage people to stay in the organization and show their best performance This study explores the importance of job embeddedness practice from the perspective of organizational and community based embeddedness which plays an important role in improving the creative work performance and reducing the turnover rate of young teachers in higher academic institutions.Within the foci of current job embeddedness theory,it has been determined that higher perceived job security through organizational-and community-embeddedness practices would lead to an increase in enhancing the employees' creative work performance in the organization and reducing their propensity to find alternative job.Therefore,regarding the continued attention on organizational initiatives to enhance embeddedness within both the private sector and public sector,a more precise understanding of the relationship between job embeddedness,voluntary turnover intention and creative work performance is required to better address the challenging nature of job embeddedness practices.This study primarily intends to fill the gap of understanding the broader perspective of organizational and community job embeddedness related practices of organizations and how these practices impact on the employees' voluntary turnover intention and creative work performance.Further,this study explores the linkages between other firm related and employee related factors in order to find out a complete path of employees'turnover framework.Subsequently,this research has come across to address the following research questions:(1)what are the important job embeddedness measures that organizations do to engage employees in creative work performance and for reducing turnover intention;(2)how job embeddedness especially on-the-job embeddedness and off-the-job embeddedness increase the level of creative work performance and reduce voluntary turnover intention among the faculty members of higher academic institutions?Nowadays,the education sector is an emerging market for private sector investment.Besides that,the teachers are considered as the most educated community,but they have been facing serious issues of job embeddedness.Subsequently,these teachers are not able to perform well and thinking about job switching.Even,most teachers are migrating abroad for better skills and future,because,the public and private education sector are lacking with the future development programs that enhance the skills of the teachers.The faculty donates meaningfully in the growth of students in specific and society in general.Faculty retention is becoming an important issue in various universities of Pakistan.The inclusion criteria of this data collection included young teachers having a Ph.D.degree and working as a permanent faculty member that currently provides direct research and teaching in various universities in Pakistan.The majority of the participants are working as a lecturer,assistant professor,and associate professor in numerous public and private universities across Pakistan.A study sample has been collected from different provinces of Pakistan.In a way to measure the embeddedness difference in various regions having a different educational policy.In additional,bases on the male/female ratio in available seats,this study include a more number of male teachers then the female teachers.This study intends to investigate the critical factors of JE that resulted in low performance and high turnover among young teachers in Pakistan.In this study,300 qualified young teachers from public and private universities in Pakistan were selected,and questionnaires were circulated through emails for data collection.The job embeddedness instrument is based on a forty items tool along with seven-point Likert-scale designed to measure job embeddedness in education sector.The job embeddedness instrument is grouped into organizational and community related sub-scales.Where each group is subscale according to link,fit and sacrifice such as organizational fit,community fit,organizational links,community links,organizational sacrifice and community sacrifice.Similarly,a list of items pertaining to creative work performance and voluntary turnover intention were also derived from the extant literature.Where voluntary turnover intention consists of three measurement items and creative work performance consists of four measurement items.To measure the impact of control variables,two potential moderators,such as organizational size and availability of a nearby replacement are selectedFor empirical analysis a variance-based structural equation model(including bootstrap)is applied for the measurement of path model.The results show that the link-dimension of organizational-and community-embeddedness,along with the moderating effect of organization size and the availability of nearby replacements have a significant impact on improving creative work performance and reducing turnover rate.The results show that organization and community embeddedness demonstrate positive and significant impact on work performance and reducing turnover.In addition,this study finds that organization size and the availability of replacement positively moderate the relationship between organization and community embeddedness and work performance and turnover rate.This study has presented creative work performance as an additional source of better performance and retention.The relationship found between job embeddedness and creative work performance suggests that teacher's creative work has important practical implications in order to develop retention criteria.The study also suggests that organizations should focus on organizational-fit and community-fit constructs in their nurturing strategies to embed young teachers in their academic institutions in the future.Subsequently,this study also suggests that monetary rewards only are comparatively trivial to the retention.The findings also suggest that the management should pay closer attention to the individual embeddedness strategies.Subsequently,in order to support the important findings,this paper proposes different organizational practices,such as skill-enhancing bundle,opportunity-enhancing bundle and motivation enhancing bundle-which are helpful to embed young teachers in the future. |
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