Job embeddedness theory was formulated to explain why people stay in organizations. Consequently, it shares considerable construct space in the nomological network with organizational commitment, job satisfaction, organizational identification, and other concepts. In this chapter, the theoretical foundation of job embeddedness is reviewed as well as conceptual connections to employee commitment and related constructs. Also examined are the ways job embeddedness has been measured and the empirical relationships that have been observed among related constructs, as well as the contribution that job embeddedness makes in explaining important organizational outcomes such as job performance, organizational citizenship behaviors, absenteeism, and voluntary turnover. Finally, ideas for future research and practical implications of job embeddedness theory are provided.