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49) job embeddeness(附考古+近似原文)
V1by Bettylee （730）
蛮短的
p1 讲job embedness的三大好处（什么增进交流之类）
p2讲job embedness会导致一些不良影响。比如说过于投入工作忽略家庭之类。
问了到primary purpose, 还有一道最不能用job embedness的好处来解释的例子
考古by XYXB[考友已确认考古]
V1
关键字:embeddedness
两段 1:先让步,一般认为:satisfactory(员工满意度)还有一个什么因素是员工离职与否的决定因素.然后,转折说embeddedness是另一个决定因素,然后就列举了embeddedness的三个因素
P2:转折,但是embeddedness不仅能够促进员工留住,而且也有可能促进员工离职.然后是列举了两种情况:1)connection使得员工有更多机会去了解新的工作机会,从而离职;2)embeddedness可能会使得员工在公司和家庭之间产生矛盾.
V2
关于员工跳槽的文章（3大段，超长），解释人们为什么跳槽，先提出解释embeddedness的3个因素，然后有个S还有一个B,(人名的确是S和B！，让我印象特别深刻)提出解释embeddedness的另外2个因素，文章不难,至少没有生词。应该是先提出3个老因素，然后再2个新因素。
关键词：embeddedness in people turnover of job
问题(1)主题题 (2)in order to 题 (3)except细节。
V3
(1)主题题 注意作者TS的语气，有无强转折，强对比等
(2)in order to 题
(3)except细节 （参考：有可能是近似原文里的第三四两段的小列举）
(4)问到哪一个原因最least导致跳槽，答案有
A. the job is required to travel a lot
B. employee joins company’s soccer team
C. employee considers company as his/her community’s big part （JJ作者选）（可参考5段首句）
D. employee feels comfortable working for company, blabla
E. <can’t remember>
近似原文：（经当年的考友鉴定，原文并没有那么长，但是关键的句子下面都包括了）
注：括号内的内容为当年的牛人“八神”的补充
According to Mitchell et al. (2001), job embeddedness represents a broad cluster of ideas that influence an employee's choice to remain in a job, operating like a net or a web in which an individual becomes enmeshed. A person who is highly embedded has many connections within a perceptual life space (Lewin, 1951). Moreover, a person can become enmeshed or embedded in a variety of ways (both on and off the job). The critical aspects of job embeddedness are the extent to which the job is similar to or fits with the other aspects in their life space, the extent to which the person has links to other people or activities, and the ease with which links can be broken--what they would give up if they left. These dimensions are called fit, links and sacrifice. Less concerned with the influence of any one specific connection, job embeddedness focuses on the overall level of connectedness (Mitchell et al., 2001).
（介绍工作嵌入度的三个方面：fit （适合）, links（联系） and sacrifice（损失）
According to the theory of job embeddedness (Mitchell, Holtom and Lee, 2001), an employee's personal values, career goals and plans for the future must fit with the larger corporate culture and the demands of his or her immediate job (e.g., job knowledge, skills and abilities). In addition, a person will consider how well he or she fits the community and surrounding environment. Job embeddedness assumes that the better the fit, the higher the likelihood that an employee will feel professionally and personally tied to the organization.
（讲第一方面----fit（适合），员工的个人价值，职业目标和未来计划必须与公司文化以及他/她个人的工作相一致，也就是fit。员工自己也会考虑自己是否fit其所属团体与环境。越fit，员工越有归属感，越不会跳槽。）
Job embeddedness theory suggests that a number of threads link an employee and his or her family in a social, psychological, and financial web that includes work and non-work friends, groups, the community, and the physical environment where they are located. The greater the number of links between the person and the web, the more likely an employee will stay in a job (Mitchell et al., 2001).
（讲第二方面----Link（联系）。与方方面面联系越紧密，员工越愿意留在公司。）（注意这段的小列举）
The concept of sacrifice represents the perceived cost of material or psychological benefits that are forfeited by organizational departure. For example, leaving an organization may induce personal losses (e.g., losing contact with friends, personally relevant projects, or perks). The more an employee will have to give up when leaving, the more difficult it will be to sever employment with the organization (Shaw et al., 1998). Examples include non-portable benefits, like stock options or defined benefit pensions, as well as potential sacrifices incurred through leaving an organization like job stability and opportunities for advancement (Shaw et al., 1998). Similarly, leaving a community where they are highly involved in local organizations can be difficult for employees.
（讲第三方面----sacrifice（损失）。员工在各方面损失越大，越不愿跳槽）（注意这段的小列举）
One key area where job embeddedness complements traditional approaches to voluntary turnover is community attachment. The model explicitly considers the impact of both organizational and community influences on the three job embeddedness dimensions. Put differently, each of the three dimensions--fit, links and sacrifice--has organizational and community components, which are summarized in Table 2. In two reported tests, Mitchell, Lee and colleagues (Mitchell et al., 2001; Lee et al., 2004) have demonstrated that job embeddedness predicts variance in voluntary turnover over and above job satisfaction.
（讲job embeddedness（工作嵌入度）对理解主动跳槽有一个重要的补充，这就是归属感。Jobembeddness模型认为组织（偏公）和社团（偏私）对job embeddedness的三个方面------fit, links and sacrifice都有影响。模型作者认为：在预测员工“主动跳槽”方面，job embeddedness比job satisfaction更有优势。）
To date, job embeddedness has been tested in the hospital, grocery and banking industries. To extend the generalizability of the model, we propose to test it across multiple, diverse industries. Thus, the following hypotheses replicate Mitchell et al.'s findings:
Hypothesis 1: Job embeddedness is negatively correlated with voluntary turnover （主动跳槽）.
（工作嵌入度越高，员工越不愿跳槽. Job embeddedness 和 turnover是 反比关系）
Hypothesis 2: Job embeddedness improves the prediction of voluntary turnover above and beyond that accounted for by job satisfaction（工作满意度）.
（job embeddedness工作嵌入度的大小，对员工跳槽的影响要超过job satisfaction工作满意度大小对员工跳槽的影响。） | 
