Work-life balance as a moderator between job embeddedness and turnover intention

Abstract

Orientation: Managing employee turnover is a significant challenge for organisations, especially in industries where retaining skilled professionals is essential for sustained success.
Research purpose: This study explores the moderating effect of work-life balance (WLB) on the relationship between job embeddedness and turnover intention among bank employees.
Motivation for the study: The study is driven by the need to identify organisational factors that help minimise turnover intention and improve employee retention.
Research approach/design and method: A quantitative research design was adopted, utilising survey data from 330 respondents. Statistical analyses were conducted to assess both the direct impact of job embeddedness on turnover intention and the moderating role of WLB.
Main findings: The moderation analysis revealed that job embeddedness more strongly reduced turnover intention when WLB was low. This suggests that employees with poor WLB may rely more on organisational fit, social connections and perceived sacrifices to staying.
Practical/managerial implications: The findings suggest that organisations should focus on strengthening job embeddedness by fostering positive workplace relationships, career development opportunities and a supportive organisational culture.

Contribution/value-add: This finding highlights the importance of job embeddedness as a strategic human resource tool for employee retention. It shows that employees may choose to stay even when WLB is low, as long as they feel a strong sense of fit, connection, and perceived loss if they leave.