This study extends theory and research on job embeddedness as a talent management approach by using fixed mixed methods design particularly, sequential explanatory strategy. The primary interests in this research were to determine which of the two dimensions of job embeddedness - organizational links and fit, cause employees to stay and how turnover intentions is influenced by either one of the two conditions presented through vignette experimental surveys. It was hypothesized that organizational fit influences turnover intentions more than organizational links and that employees intend to stay more in an organization where opportunities for organizational fit are accorded. A Wilcoxon Signed Rank Test revealed a statistically significant difference between organizational links and fit, z = –4.00, p < .001, with a medium effect size (r = .30). Outcome of within-subjects experimental study was substantiated by results of qualitative inquiries.
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