Abstract

This study aims to examine the role of ta'awun in reducing voluntary turnover intention. In addition, job embeddedness and

organizational identification variables are used to predict ta'awun behavior. 256 respondents consisted of employees and

lecturers of Islamic universities were used to examine the relationship among variables. The SEM test results concluded that job

embeddedness and organizational identification were able to improve ta'awun behavior and reduce voluntary turnover intention.

Ta'awun behavior is also proven to be able to reduce voluntary turnover intention and also successfully mediate job

embeddedness and organizational identification with voluntary turnover intention. By examining the in-depth literature of the

analyzed variables, this article offers a unique analysis of the related variables to resolve turnover problems, especially for

religious-based organizations.

Keywords: ta’awun, job embeddedness, organizational identification, voluntary turnover intention.