Abstract:
Employees with high levels of embeddedness are likely to exhibit high levels of attachment to the organization, whether they want to or not. Job embeddedness results in employees increased intention to stay with their current organization and/reduces the degree to which they search for other jobs. The study established the relationship between social demographic factors and job embeddedness of university catering employees in Nairobi City County, Kenya. The relationship between the two variables was established using the two tailed Pearson product moment correlation coefficient. A p-value of between 0.010 to 0.041 implied, insignificant relationships, 0.041 to 0.70 a moderate relationship, > 0.70 a significant positive relationship while a negative value implied, an inverse relationship between the variables. The R-value represented the p-value while ∞ represented the level of significance. There was a significant positive relationship between gender and Job embeddedness( r=.833, ∞=.017), a moderate significant positive relationship between age and Job embeddedness (r=.290, ∞=.086), a moderate significant marital status and Job embeddedness(r=.613, ∞=-.041), a moderate significant relationship social demographic factors (Level of education) and Job embeddedness (r=.247, ∞=-.094), a moderate significant relationship between employees experience and job embeddedness (r=.247, ∞=-.094) and a moderate significant positive relationship between Self-description of occupation and job embeddedness(r=.512, ∞= .054). Thus, social demographic factors play a key role on job embeddedeness. This aligning social demographic to job embeddedness will enable employers to address the controversies of the employment relationships of the 21st century to promote organizational attachment, commitment and loyalty.
