A Study On The Job Embeddness Of The Mid-high-end Talents

Aiming at providing the basis for establishing the embedding strategy of the talented person and the maintain system of good human resources for organizations, this study take the Mid-high-end talents as the research object, explored the structure of job embeddedness (JE) and the relationship between JE and its relevant factors in the background of China's organization. Theoretical and empirical research methods were used with data collected through interviews, group discussions, and questionnaire surveys. Indepth examination was conducted on the following issues:1. The contents and structure of the Mid-high-end talents'JE. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were used. The findings suggest that the structure of JE, is a four-factor model constituted of work fit, organizations link, work sacrifice, community link. This conclusion has both affiliation and differences from the abroad study.2. The demographical variables'effects on the contents of JE. ANOVA analysis and general linear model analysis were used. The findings indicate that different demography variable, such as gender, age, education, length of service, organization's property, area, etc. exerts different influence on JE's four factors.3. The relationship between the Mid-high-end talents' JE and its constructional factors. EFA and multiple stepwise regressions were used to examine how JE was affected by sense of supervisor support and locus of control on the individual level, by organization's reputation and development opportunities on the organization level, by personnel policy and human environment on the external level. The findings indicate that all these three levels'factors have significant effects on JE.4. The psychological and behavioral consequences brought by the Mid-high-end talents' JE to individual and organization. EFA, CFA and canonical correlation analysis were used. The findings indicate that JE has significant positive effects on organizational stability and efficiency, individual co operational behavior and professional efficiency, has significant negative effects on individual turn-over intention. The findings of canonical correlation analysis indicate that it is different that the impacts of JE's four factors to the consequences variables. The sequence of impacts level is organizations link, work fit, community link, work sacrifice. The findings of hierarchical regression analysis indicate that organizational identification partially mediates the relationship between JE and the individual consequence variables, and the individual consequence variables mediates the relationship between JE and the organizational consequence variables.5.The findings of hierarchical regression analysis indicate that job insecurity was partly moderating the relationship between JE and the individual consequence variables.