Abstract

This study was conducted to examine how job crafting, an employee’s proactive behavior in creating meaning in their job, would explain turnover intention. Specifically, the study aimed to test the sequential mediating effects of job embeddedness and affective commitment in the relationship between job crafting and turnover intention. To achieve this, online and offline surveys were conducted targeting male and female employees currently employed. A total of 309 responses were analyzed. The research findings are as follows. First, job crafting was found to have a significant positive effect on turnover intention. Second, job embeddedness was found to mediate the relationship between job crafting and turnover intention. Third, job embeddedness had a significant positive effect on affective commitment. Finally, in contrast to the positive effect of job crafting on turnover intention, when job embeddedness and affective commitment were sequentially mediated, job crafting was found to have a negative effect on turnover intention. Based on these findings, the significance of this research, theoretical and practical implications, limitations, and suggestions for future research were discussed.