To explain why some employees who experience high embeddedness contemplate leaving their organizations
and others do not, we examined the moderating effects of employee demographic characteristics (age and
gender) and value orientations (individualism and risk aversion) between organizational embeddedness and
turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected
from 643 full-time employees at three points in time over a 12-month time period in a wide range of
organizations in Japan, a relatively low turnover context with little prior embeddedness research. Findings
show that gender and risk aversion moderate the relationship between organizational embeddedness and turnover
intentions, which in turn predict voluntary turnover.