A recent major development in the turnover literature is the introduction of the Job Embeddedness (JE) construct. JE is a multidimensional construct conceptualized as the combined forces that tend to keep an employee from leaving his or her job. Research has demonstrated that JE predicts voluntary turnover above and beyond the variables used in traditional turnover models. However, since it is a relatively new construct, JE has received very limited study, especially across cultures. Further research is needed in order to understand both antecedents and consequences of JE. This dissertation, therefore, investigates a range of presumed organizational, job, and supervisory antecedents and consequence of JE in the context of Vietnam. The objectives of the study include (1) examining how human resource practices such as perceived supervisor support, organizational rewards, growth opportunity, training, and organizational justice, impact JE; (2) investigating how job characteristics such as skill variety, task significant, task identity, autonomy, and feedback influence JE; and (3) exploring whether perceived organizational support mediates the relationships between these organizational factors and JE; and (4) testing the relationship between JE and turnover intention in Vietnam. The study used a sample of 304 employees from a state-owned company in Hanoi, Vietnam to test fourteen hypotheses. The results indicated that human resource practices, including organizational rewards, growth opportunities, and procedural justice, and job characteristics, directly influence JE. In addition, perceived organizational support was found to mediate the relationships between organizational rewards and JE and between procedural justice and JE. The results also provided support for a significant and negative relationship between JE and intention to quit. The findings of this study, therefore, contribute to understanding the theoretical network of JE, as well as to helping managers find ways and conditions to retain valuable employees.

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Thesis advisor: Lucas Coffman / Gender Differences in Sorting on the Job Market: The Role of Application Costs Research shows that, holding qualifications equal, women are less willing than men to apply for certain high-paying jobs. Through a stylized labor market experiment, I investigate whether the "gender application gap" for high-paying jobs is affected by the presence or magnitude of application costs. I randomly vary the cost of applying for such a job, with subjects either facing no marginal cost, paying a fee, or writing a cover letter. Men are significantly more likely than equally qualified women to apply for a job only when the marginal cost of applying is zero. Introducing either type of application cost, but especially a fee, shrinks the gender application gap. This result comes from gender differences in self-selection behavior: women prefer not to apply when unskilled regardless of costs, whereas unskilled men only drop out of the applicant pool when a tangible cost is introduced. Women appear to face a higher cost than men from applying for a job they might perform poorly at, especially if the job is in a stereotypically "male-typed" domain. Subjective Self-Promotion and Gender Bias in Recruitment Previous work finds that women are more "modest" on average than equally skilled men when subjectively describing their abilities. If recruiters treat self-promotion by men and women as equally informative, they may become inefficiently biased towards male applicants. I randomly vary whether recruiters in a hiring experiment select from applicants who submitted only a resume, or submitted a resume and a cover letter (a type of subjective self-promotion). A cover letter requirement significantly reduces women's share of hires, even as it increases women's share of total applications. This hiring penalty against women cannot be explained by differences in qualifications or skills between men and women who choose to write cover letters. In fact, while employers see productivity gains from requiring a cover letter, such gains would be larger if cover letters did not bias recruiters towards male applicants. Textual analysis reveals that women’s cover letters contain half as much “boasting” language as men’s letters, which could help explain why cover letters impose a penalty on women's chances of getting hired. Anticipated Returns to "Clearing the Bar'': Gender Differences in Job Search Beliefs Conventional wisdom states that women are less willing than men to apply for a job for which they feel only partly qualified. Is this due to gender differences in anticipated returns to meeting or exceeding the desired level of qualification for a job? In a series of studies, I investigate whether men and women rate more and less qualified candidates’ chances of being hired differently. In the lab, I elicit beliefs about callback and offer likelihood by having subjects "bet" on the outcomes of other applicants' job searches. In a stylized online labor market experiment, I observe subjects' job application decisions and elicit beliefs regarding how qualified they will appear to a recruiter. Across studies, I find that women anticipate the same or greater returns than men to moving from "not at all" to "somewhat" qualified for a position, but the same or lower returns to moving from "somewhat" to fully or "highly" qualified. Controlling for gender differences in willingness to rate one's own or others' resumes as qualified does not change the pattern of results. Consistent with these findings, women in my experiment do not differ from men in how likely they are to apply if they fulfill some, but not all, of the listed qualifications in a job posting. / Thesis (PhD) — Boston College, 2024. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

Using the methodological frameworks of relational form criticism and ecoanthropology, this dissertation argues that the shift from lament to penitence in the voice of the character Job is attributed to a shift in the character’s worldview, evidenced in the shift in the book’s creation language. Negative creation language and imagery is abundant in the human speeches and frames the self-understanding of these characters. This is especially true for the character Job, when he employs creation language in his lament found in Job 3, and in doing so reveals a particular self-understanding that remains prevalent throughout the human speeches. As the book of Job progresses, the divine speeches subvert the creation imagery and metaphor present in the human speeches and, in doing so, shift the perspective of its main character to such a degree that he repents in his final response. The dissertation is divided into eight chapters. Chapter 1 introduces the topic by surveying the research to date. Chapter 2 establishes the methodological framework and specific steps of analysis. Chapter 3 notes the specific markers of the lament and penitential forms before proceeding with the analysis of form and eco-anthropology of Job’s opening lament in Job 3. Chapters 4 through 7 continue the analysis of the book of Job up to the end of the prologue. Finally, chapter 8 concludes the dissertation by providing a summary of the preceding analysis and some final thoughts that arise from the study. / Thesis / Doctor of Philosophy (PhD)

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