Research On Influence Mechanism Between Mentoring Relationship And Stay Intention Of New-generation Migrant Workers

With diversification of value and strongly willing to city,new-generation migrant workers have played an important role in the rapid development of industrials especially manufacturing in cities.As an integral part of economic development,they have brought opportunities to the enterprises development,meanwhile,bring challenges to the enterprises.Unlike the traditional migrant workers,they are eager to get more respect and trust and take the work as a way to seek personal development and hope to live a stable life in city for long-term.However,with the upgrading of the industrial structure of the city and the continuous progress of the urbanization process,new-migrant workers have appeared in two diametrically opposite situation:one part of new-migrant workers turnover frequently,while the other part not only stay in enterprises and become talent reserve to rapid development of the enterprises.Thus,the phenomenon of new-migrant workers staying in the enterprises has become a problem to be worthy of attention.The paper selects twenty-four new-generation migrant workers to in-depth interview and builds a theoretical model of "behavior cycle model based on needs" to explain the reasons of the stay intention of new-generation migrant workers and its mechanism of action based on grounded theory,that is to say,new-generation migrant workers have the external and the internal needs,and they take whether realize the internal and external needs or not as a major factor in their choosing career.When the above needs are met,they will show positive emotion and work attitude and will retention at last.Qualitative research finds out the classification of needs and three group classification "the satisfaction of the external and the internal needs——staying intention","the improvement of employability——the satisfaction of the external and the internal needs" and "the mentoring relationship——the improvement of employability".Specifically:One found is that new-generation migrant workers have the external and the internal needs,the former are the needs to improve the employability and the purse for occupation competence and development,and the latter are the needs to earn money to support their families,satisfy the "face" and expectation of their parents and other family members and the needs for affection.The second found is that enhancing employability throwing mentoring is the key to meet to internal and external need of new-generation migrant workers.The occupation skill and psychological demands,which lags behind the labor market and the demand for enterprises,are an important hampered factor to achieve stable and high quality of employment of new-generation migrant workers.According to Fugate(2004)point of view,the employability is the ability to obtain and maintain the internal and external employment,including occupation identity,individual adaptability,human and social capital.For new-generation migrant workers,employability means that the promotion of human and social capital and rich individual adaptability,which will undoubtedly bring a promotion in career,pay increases and more social resources and the willingness and ability of integration into the current environment,which also mean that meet the external and the internal needs.Third,an important means to enhance the employability of new-generation migrant workers is to carry out the mentoring project.Mentoring project can help new-generation migrant workers get advice and guidance of occupation development,meet the emotional needs in daily life and work and enhance the employability.Meanwhile,qualitative research also finds out that an important guarantee to enhance new-generation migrant workers stay intention is perfect internal labor market in enterprises(perfect culture and the systems of the enterprises).In other words,trust and loving culture and perfect rules and regulations can make new-generation migrant workers have a positive emotion and high retention intention.In fact,the boundary occupation career era,whether improve employability or not has become one of the most important standards of employee choosing career.Enterprises should not reduce the training because of increasing the cost and the risk of employee turnover;on the contrary,enterprises should provide the matched system and the environment to increase employee stay intention and retention.Bases on the combination and qualitative research and quantitative research,from the perspective of the need to meet,the research using affective events theory shows the picture of mechanism of new-generation migrant workers stay intention,including the relationship between mentoring and employability and the relationship between employability and stay intention and the moderation of value in the above relationship.The main effect shows that mentoring is positively with stay intention and employability.That is to say,the enterprises carry out more mentoring project,stay intention and employability of new-generation migrant workers are higher.The mediator effect shows that employability mediates the relationship between mentoring and stay intention which conform with the point of view of Benson(2006)"improving employability can improve employees' affective commitment and intention to stay" and conform with Yu Haibo et al.,(2011)point of view "the improvement of employability does not improve the turnover intention,but reduce the turnover intention" and He Huitao et al.,(2011)point of view "the investments of employee development will not lead to the high rate of turnover,but effectively reduce the rate of turnover".According to the theory of expectation,the level of motivation of employees depends on two factors,namely the value and the expectations.Here,the level of motivation of new-generation migrant workers show the degree of their retention intention,expectation value shows the match degree of the provided of enterprises and the requirements of new-generation migration;expectation shows employability of new-generation migrant workers.In other words,the interaction of expectations and the employability determines the level of stay intention of new-generation migrant workers.The moderation analysis results show that expectation value positive moderate the relationship between employability and stay intention.The above research not only can increase awareness of new-generation migrant workers,namely the group focus on personal development and have a variety of needs,but also can help the enterprise to meet the needs through implementation mentoring to achieve stay of new-generation migrant worker,and provide some references to realize integrate with the city through stability employment and high quality employment of new-generation migrant workers.