Summary:

Retaining qualified personnel is a priority forarmed forces, and turnover presents a serious problem.This study uses job embeddedness theory to investigateembeddedness factors, predictability and work–life con-flict as predictors of turnover intentions in commissionedofficers (COs) and non-commissioned officers (NCOs) inthe Royal Norwegian Navy. The study posits that careerprospects, community fit, organisational fit and organi-sational links embed personnel and are associated witha reduction in turnover intentions. In addition, the studyproposes a mechanism whereby personnel who experi -ence a predictable work schedule have better work–lifebalance and subsequently lower turnover intentions.Predictability in turn is hypothesised to be associated withthe possibility of flexible hours. Using structural equationmodelling, we find that embeddedness factors predictedturnover intentions for both personnel categories, butcareer prospects were the only significant embedded -ness factor for NCOs. Predictability was associated with areduction in turnover intentions via work–life conflict forboth groups. In addition, flexible hours showed an effecton work–life conflict for both groups, but through differ-ent mechanisms. Overall, the results point to differentialactions to reduce turnover between COs and NCOs in thearmed forces and conclude with a priority list for actionsto reduce turnover in each personnel group