nFunctional integration theory
Factors affecting employee retention
(JOB Embeddedness)
- What do we mean by functional integration?
The theory of job integration is defined as a set of forces that influence the employee and push him to stay at work, whether these forces are related to the work environment or the area in which he lives. The theory of job integration can be distinguished from the concept of job leakage in that the focus of the theory of job integration is on all the factors that keep the employee in his job rather than the psychological factors that push the employee to resign.
- What are the types of job integration?
Job integration is divided into two main parts:
The first section includes all the ties and forces that form between the employee and the work environment (On-job Embeddeness).
The second section includes all the ties and forces that form between the employee and the area in which he lives (Off-job Embeddeness).
The first section: Factors related to the work environment (On-job embeddeness)
This first type is divided into three sections:
- Relationships with colleagues and supervisors within the work environment, symbolized by ( LINKS )
- Suitability and compatibility with others within the work environment, which is symbolized by ( FIT )
- The material loss that could occur to the employee if he leaves the job, which is symbolized by (Sacrifice )
The second type (Off-job Embeddeness) is divided into three sections:
- Relationships with others within the area where the employee lives, symbolized by ( LINKS )
- Suitability and compatibility with others within the area in which the employee lives, which is symbolized by ( FIT )
- The material loss that could occur to the employee if he leaves the area in which he lives, which is symbolized by (Sacrifice ).
Types of job integration:
What do we mean by links (LINKS on-job) within the work environment?
These are the bonds that form between the employee and co-workers or supervisors at work.
What do we mean by off-job LINKS within the area where the employee lives?
These are the bonds that are formed through the employee’s relationship with friends outside the work environment, through the formation of a social or family network in the area where the employee lives. Also, the employee’s joining some charitable, social, or religious organizations contributes to the employee’s connection to the area in which he lives. Also, the employee’s participation in sports clubs within the region may enhance the employee’s connection to the area in which he lives.
What do we mean by fit and compatibility between the employee and the work environment (FIT-on job)
These are the bonds that form between the employee and the work environment as a result of the compatibility of the employee’s professional values and goals with the company’s environment and culture.
What do we mean by fit and compatibility between the employee and the area in which the employee lives (FIT-off job)
These are the bonds that are formed between the employee and the area in which the employee lives, through the suitability of the general climate for the employee, such as the weather, comfort amenities in the area, or recreational activities in the area in which the employee lives. Also, the level of safety in the area helps in the growth of bonds between the employee and the area in which he lives. He lives there.
What do we mean by the expected loss of the employee if he leaves the job (Sacrifice on-job)
These are the financial and material benefits that an employee may lose if he leaves work.
What do we mean by the expected loss of the employee if he leaves the area in which he lives (Sacrifice off-job)
These are the financial or material advantages that an employee may lose if he leaves the area in which he lives, such as the presence of high-quality schools for children at reasonable prices, and low housing rents.
What is the importance of the theory of job integration for human resources employees?
By applying the theory of job integration, it is possible to design and develop human resources practices that develop ties between the employee and the work environment or the area in which he lives. Recruitment specialists can choose suitable candidates according to knowledge of the connections that exist between the employee and the area in which he lives. Human resources specialists can also develop policies for job balance between the work environment and the employee’s private life.
What is the importance of retaining employees?
The most important reasons that motivate employers to retain their employees can be identified as follows:
- Reducing costs associated with recruitment.
- Raise employee morale
- Enhancing employee experiences
- Increasing training efficiency
- Raising the level of employee productivity
- Improving customers' mental image
- Increase the size of the financial return.
- Raising the level of job satisfaction among employees.
