Should I Stay or Should I Go? Examining Occupational Culture Fit of the Manufacturing Labor Force

Understanding the reasons why manufacturing workers may leave or stay in an occupation is a topic of importance amongst researchers and the manufacturing world. Although extensive research has been conducted on organizational culture, turnover intentions, and commitment, the impact of Occupational Culture Fit on employees’ decision to stay or leave the occupation remains unclear. Building on the theories of Group and Grid Dimensions of Occupational Culture Fit, Social Identity, Social Exchange, and Image Theory, this study examines the link between Occupational Culture Fit, Occupational Global Job Embeddedness, Occupational Commitment, and Occupational Turnover Intention. Using Smart PLS for measurement and structural model analysis, a model was tested with 201 responses from individuals working in manufacturing organizations located in the Midwest of the United States. The findings of this study indicate that there is a positive relationship between Occupational Culture Fit, Occupational Global Job Embeddedness, and Occupational Commitment; and Occupational Commitment and Occupational Turnover Intentions. The findings extend the theoretical study of Group and Grid Dimensions of Occupational Culture Fit, Social Identity, Social Exchange, and Image Theory by improving our understanding of the impact of Occupational Culture Fit, and Occupational Job Embeddedness on Occupational Turnover Intentions and Occupational Commitment.