<abstract xmlns="http://www.w3.org/1999/xhtml">

<p>Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate embeddedness factors, predictability and work–life conflict as predictors of turnover intentions in commissioned officers (COs) and non-commissioned officers (NCOs) in the Royal Norwegian Navy. The study posits that career prospects, community fit, organisational fit and organisational links embed personnel and are associated with a reduction in turnover intentions. In addition, the study proposes a mechanism whereby personnel who experience a predictable work schedule have better work–life balance and subsequently lower turnover intentions. Predictability in turn is hypothesised to be associated with the possibility of flexible hours. Using structural equation modelling, we find that embeddedness factors predicted turnover intentions for both personnel categories, but career prospects were the only significant embeddedness factor for NCOs. Predictability was associated with a reduction in turnover intentions via work–life conflict for both groups. In addition, flexible hours showed an effect on work–life conflict for both groups, but through different mechanisms. Overall, the results point to differential actions to reduce turnover between COs and NCOs in the armed forces and conclude with a priority list for actions to reduce turnover in each personnel group.</p>
</abstract>

Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate embeddedness factors, predictability and work–life conflict as predictors of turnover intentions in commissioned officers (COs) and non-commissioned officers (NCOs) in the Royal Norwegian Navy. The study posits that career prospects, community fit, organisational fit and organisational links embed personnel and are associated with a reduction in turnover intentions. In addition, the study proposes a mechanism whereby personnel who experience a predictable work schedule have better work–life balance and subsequently lower turnover intentions. Predictability in turn is hypothesised to be associated with the possibility of flexible hours. Using structural equation modelling, we find that embeddedness factors predicted turnover intentions for both personnel categories, but career prospects were the only significant embeddedness factor for NCOs. Predictability was associated with a reduction in turnover intentions via work–life conflict for both groups. In addition, flexible hours showed an effect on work–life conflict for both groups, but through different mechanisms. Overall, the results point to differential actions to reduce turnover between COs and NCOs in the armed forces and conclude with a priority list for actions to reduce turnover in each personnel group.

Examining the roots of turnover intentions in the Royal Norwegian Navy, the role of embeddedness, work-life conflict and predictability

Journal of Military Studies

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Retaining qualified personnel is a priority for armed forces, and turnover presents a serious problem. This study uses job embeddedness theory to investigate...

Examining the roots of turnover intentions in the Royal Norwegian Navy, the role of embeddedness, work-life conflict and predictability

Article Category: Original Study

Published Online: Mar 11, 2024

Page range: 27 - 39

Received: Jun 20, 2022

Accepted: Apr 14, 2023

DOI: https://doi.org/10.2478/jms-2023-0002

Keywords
turnover, embeddedness, work–life conflict, predictability, military

© 2023 Morten Nordmo et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Examining the roots of turnover intentions in the Royal Norwegian Navy, the role of embeddedness, work-life conflict and predictability

Article Category: Original Study

Published Online: Mar 11, 2024

Page range: 27 - 39

Received: Jun 20, 2022

Accepted: Apr 14, 2023

DOI: https://doi.org/10.2478/jms-2023-0002

Keywordsturnover, embeddedness, work–life conflict, predictability, military

© 2023 Morten Nordmo et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Keywords
turnover, embeddedness, work–life conflict, predictability, military