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.
