Rethinking Turnover in the Age of Boundaryless Careers: Toward a Sustainable and Network-Aware Approach to Talent Mobility

The concept of perceived employability (PE) has gained significant attention in modern career studies, particularly with the rise of boundaryless careers where individuals no longer see employment as tied to a single organization. Research shows that higher levels of PE are linked to increased turnover intentions (TI), as employees who feel confident in their ability to find alternative job opportunities may be more inclined to leave their current organization. However, the relationship between PE and TI is not consistent, suggesting that moderating factors, such as organizational embeddedness (OE) and social networks, play a key role in shaping turnover intentions. Organizational embeddedness, which includes factors like interpersonal connections, alignment with organizational values, and perceived costs of leaving, may reduce the likelihood of turnover even in highly employable individuals. Additionally, social networks—both internal and external—are crucial in strengthening employability while simultaneously fostering commitment to the current organization. This study explores how OE and social networks moderate the PE-TI relationship, contributing to a deeper understanding of employee retention and the social dynamics influencing turnover behaviors.

کلیدواژه ها:

Employability ، turnover intention ، job embeddedness ، organizational embeddedness ، social network