* Corresponding author. E-mail address: s.shah@psau.edu.sa (S. Faisal) © 2020 by the authors; licensee Growing Science, Canada doi: 10.5267/j.msl.2020.5.005 Management Science Letters 10 (2020) 3167–3172 Contents lists available at GrowingScience Management Science Letters homepage: www.GrowingScience.com/msl A study on the level and relationship of job embeddedness and turnover intentions among Saudi Arabian working-class Shaha Faisal a* , Mohammad Naushad a and Mohammad Rishad Faridi a a Assistant Professor, College of Business Administration, Prince Sattam Bin Abdulaziz University, Al Kharj, Saudi Arabia C H R O N I C L E A B S T R A C T Article history: Received: March 3, 2020 Received in revised format: March 25 2020 Accepted: May 5, 2020 Available online: May 5, 2020 In this competitive environment for the survival of the organization, it is essential to retain compe- tent workforce, and keep them well aligned with organizational objectives. Turnover of employees creates panic situation and unnecessary burden of high recruitment cost. The present study identi- fies the relationship between job embeddedness and turnover intention. The survey of 119 employ- ees was conducted in Saudi Arabia. The study found no significant relationship between job em- beddedness and turnover intention. Negative correlation was found between turnover intention with respect to age and experience of employees. It clearly states that as the employees gain experience, their turnover intent decreases. Age is also an important factor of turnover intention. It was found that older employees showed less turnover intent in comparison to younger employees. The results will provide insights to organization for making effective strategies to keep employees embedded with their jobs and help in reducing turnover intent and actual turnover. © 2020 by the authors; licensee Growing Science, Canada Keywords: Turnover intention Job embeddedness Turnover Behavioral issues Saudi Arabia 1. Introduction Modern industry requires effective workforce which are well aligned with the organizational objectives to sustain in this competitive environment. Behavioral issues of employees need to be given prime importance in the current competitive busi- ness environment. The present study examines the impact of job embeddedness (JE), henceforth JE on turnover intention, henceforth turnover intention (TI) of employees. In this study, the researchers attempt to identify the factors which keep employees embedded with job, and its relationship with turnover intention among Saudi Arabian workforce. If an organization focuses on the behavioral aspect of employees, especially the positive aspects, it could help in decreasing turnover and save the costs associated with it. Once the organization is aware which employees are going to stay for longer period of time or leave, then it can make effective strategies for its sustainability and progress (Holtom & O'Neill, 2004; Reitz & Anderson, 2011). JE is a construct that identifies the employee’s association with organization. TI identifies the employees’ intention to quit and functions as an early warning system. Based on the intend of the employees, the organization can easily determine who are going to leave the organization. This could help in devising effective strategies to retain high performers. 1.1 Literature Review Job Embeddedness JE is a construct that directly affect the employee decision to stay with their respective organizations. Mitchell et al. (2001) introduced the term “Job embeddedness” and identified different factors which are usually responsible for the continuance of employment with a particular organization. They could be classified under on-the-job factors and off-the-job factors. Employ- ees often have bonding with the co-workers, absolute match of skills with the job demands and organization related commu- nity services. These factors are often found to be related with on-the-job factors that could ensure JE. Some off- the-job