Job Embeddedness in Human Capital Management on Generation Z for Increased Attraction & Retention Using Structural Equation Modeling (SEM)

This research responds to the pressing need to redesign Human Capital Management (HCM) strategies to better attract and retain Gen <tex xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">$\mathrm{Z}$</tex> workers. The traditional approaches tend to underperform in interpreting their behavior and thus lead the way to complement two theoretical approaches: Job Embeddedness Theory and the Push-Pull-Mooring (PPM) Model. Job Embeddedness Theory clarifies why a worker remains committed to their role, with important aspects being related to liks, fit, and sacrifice within a company. Conversely, the Push-Pull-Mooring Model looks at job change motivation, classifying it into push factors (e.g., dissatisfaction), pull factors (e.g., improved prospects), and mooring factors (e.g., individual or psychological hindrances in exiting). The study utilized Structural Equation Modeling (SEM) to validate the relationships between workplace factors and employee attraction and retention. The results revealed significant pathways among the embeddedness elements and switching intentions, demonstrating the interplay between internal organizational dynamics and external opportunities. These findings contribute valuable insights for organizations aiming to build future-proof HCM strategies by fostering environments where Gen <tex xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">$\mathrm{Z}$</tex> talent can thrive, stay engaged, and feel a deep sense of belonging.