## 6 Discussion  
The current study explored the link between elements of on-the-job embeddedness, elements of off-the-job embeddedness and the intention to stay with the mediating role of continuance commitment. After analyzing structural equation models with statistical, analytical and conceptual evidence, continuance commitment has had a full mediating impact between elements of on-the-job embeddedness, elements of off-the-job embeddedness and the intention to remain in the construction companies of Malaysia. The H1 of this study is intended to investigate the relationship between on-the-job embeddedness and intention to stay in the Malaysian construction companies. In terms of the research objective, hypothesis one (\(\beta=0.138\), \(t=2.291\)) of this study was supported. This is based on the literature that if individuals are highly embedded in their job, they might not even consider job alternatives that require relocation. To keep employees in an organization, monetary benefits should be considered. The results of this study showed that 36.2% of the construction employees' monthly incomes are less than 2500 Malaysian Ringgit, which is not a sufficient average salary for a trained labor force in Malaysia. Thus, there is a high possibility that the worker's personal values may influence the thought and decision to stay or leave in the construction company. The H2 of this study is intended to investigate the relationship between off-the-job embeddedness and intention to stay in the Malaysian construction companies. To achieve this objective, hypothesis H2 of this study also revealed a significant relationship (\(\beta=0.352\), \(t=5.055\)). Literature shows that when employees become a senior officer and have more job experience over the years, they have more job sacrifice scores because of their compensation options that fit their lifestyles and another benefit for retirement. The H3 of this study aimed to explore the relationship between continuance commitment and the intention to remain in Malaysia's construction companies. As seen in the table above, the continuance commitment had a positive relationship with the intention to continue in the construction firms (\(\beta=0.399\), \(t=6.333\)). The above findings suggest that the commitment to continuity has a clear connection with the goal of remaining in Malaysia with the construction firms. Besides, the outcome of the H4 and H5 hypotheses have confirmed that continuance commitment had a positive correlation in construction firms with on-the-job embeddedness and off-the-job embeddedness (\(\beta=0.303\), \(t=4.924\)), (\(\beta=0.542\), \(t=9.911\)) respectively. In a positive relationship with empowerment, skill-enhancing activities and intent to continue, continuance commitment provides a significant mediating role. However, only one form of organizational engagement (continuance commitment) has been considered a mediator for job embeddedness and the intention to stay in this research. The term \"continuance commitment\" is often used to describe the persistence of an individual in an organization in situations where it has become impossible for her/him to leave because of the accumulated investments and commitments made when working for the Organization. Continuing commitment is also positively and significantly linked to the intention of staying. The H6 and H7 are intended to examine the mediating influence of continuance commitment between on-the-job embeddedness, off-the-job embeddedness and intention to stay in the Malaysian construction companies. To achieve this objective, mediation analysis is an essential part of this study. Mediation is either full or partial. If there are just direct effects and no indirect effects throughout mediation, then there is no mediation. Moreover, indirect effects are there with a non-significant direct effect than its full mediation, whereas partial mediation means the potential mediator shares some parts of the relationship.