| Stable employment of migrant workers is the due meaning of China's "people-centered" new urbanization,and it is also an important prerequisite for migrant workers to obtain the economic foundation of urbanization,has attracted the attention of the central government on the work of agriculture,rural areas and farmers.But for a long time,the most obvious feature of migrant workers' employment is frequent job replacement or excessive mobility,and it has not been effectively alleviated so far.This has led to the repeated occurrence of "migrant labor shortage" and "labor shortage" in many employers.The excessively high turnover rate of migrant workers is not conducive to the accumulation of specific human capital by employers,nor is it conducive to the integration of migrant workers into the city.Under such circumstances,answering "Why do migrant workers leave?" has become a top priority.The academia has provided explanations for migrant workers' turnover,which mainly include labor market segmentation theory and traditional turnover models,but there are problems of circular argumentation and insufficient prediction effectiveness.Job embeddedness theory provides a more brand-new and reliable framework for resignation research,and can fully incorporate the distinctive employment characteristics of migrant workers as the research content.Organizational ethical climate is a specific context for the interaction between migrant workers and employs,and it is especially necessary to regard it as a employers' dimension factor of migrant workers' turnover decision.Therefore,under the dual background of the process of new urbanization and the trend of migrant workers' short-term work,revealing the decision mechanism of migrant workers' turnover from the perspectives of organizational ethical climate and job embeddedness will not only enrich existing theories,but also has important reference value for the employment management,the retention,the income growth and urbanization of migrant workers.Based on previous research,this paper uses structural tension theory,job embeddedness theory and social cognition theory,using actual survey data for migrant workers in enterprises,and adopting measurement methods such as OLS,Probit,2SLS,CMP,event history model and HLM hierarchy models to analyze the decision mechanism of migrant workers' turnover and its internal relationship from two levels perspective: organizational ethical climate and job embeddedness.The core content can be summarized into the following two parts:One part is theoretical analysis.Firstly,from the perspective of the enterprise-level,this part analyzes the impact of organizational ethical climate on migrant workers' turnover based on structural tension theory and mathematical model.Secondly,from the perspective of the individual-level,this part analyzes the the impact of job embeddedness on migrant workers' turnover based on job embeddedness theory and mathematical model.Thirdly,this part uses job embeddedness theory,social cognitive theory and mathematical model to analyze the impact mechanism of organizational ethical climate,job embeddedness and migrant workers' turnover.Finally,this part constructs the decision framework of migrant workers' turnoverbased on theoretical analysis.The other part is empirical analysis.Based on survey data,this part uses corresponding measurement tools to quantify organizational ethical climate,job embeddedness and migrant workers' turnover,and establishes measurement models to test the theoretical analysis.Firstly,this part uses HLM hierarchy models to analysis the cross-level impact of organizational ethical climate on migrant workers' turnover intention and behavior,and conducts robustness tests and discussion.Secondly,this part uses the OLS model to analysis the impact of job embeddedness on migrant workers' turnover intentions,accompanied by robustness test and endogeneity test with the 2SLS estimation;uses the Probit model to analysis the impact of job embeddedness on migrant workers' turnover behavior,accompanied by robustness test and endogeneity test with the CMP estimation;and uses the event history model to discuss the impact of job embeddedness on migrant workers' multiple turnover behaviors within a certain period time.Finally,this part uses HLM regulatory intermediary effect detection model to analysis the cross-level impact relationship between organizational ethical climate,job embeddedness and migrant workers' turnover,accompanied by robustness test so that to obtain their impact path.The main findings of this paper show that:First,migrant workers' perceptions of the ethical codes about rule,care and self-interest have high inter-group reliability and intra-group consensus,so that organizational ethical climate of rule,care and self-interest generally coexist in organizations,and can be obtained through individual perception of migrant workers.The perception of ethical climate of migrant workers is based on rule,followed by self-interest,and the perception of care is low.The scales of job embeddedness and turnover intention of migrant workers can reflect their turnover psychology and the embeddedness relationship with the job situation,and the degree of organizational embeddedness is higher than that of community embeddedness.The measurement tools are less affected by common method deviation.Second,retrospective information shows that 86.37% of migrant workers have changed jobs,of which 26.99% have changed once,21.24% have changed twice,and 38.14% have changed at least three times,and 46.73% of those who have changed jobs within the recent 2years.From the perspective of long-term turnover events,the average duration of migrant workers at a certain job is 32 months,25% of migrant workers have resigned within 13 months,50% of migrant workers have resigned within 25 months,and 75% of migrant workers have resigned within 50 months of their employment.A return visit after 2 years finds that the overall turnover rate of migrant workers is 32.39%,of which the turnover rate on the first job is 35.71%,and the turnover intention level of migrant workers who have left is significantly higher than that of those who have not left.The turnover intention and turnover rate of migrant workers will decrease with the increase in reassignment experience,and decrease from south to north in the region.The turnover intention and turnover rate of manufacturing migrant workers are higher than other industries.The new generation ofmigrant workers have higher turnover intention and turnover rate than the older generation.The type of organizational ethical climate and the level of job embeddedness will lead to differences in migrant workers' turnover intention and turnover behavior.Third,organizational ethical climate can explain the turnover of migrant workers.There are significant differences in the turnover intention and turnover behavior of migrant workers between different enterprises,36.65% of turnover intention variation and 22.81% of turnover behavior variation are determined by enterprise-level factors,of which the organizational ethical climate explains 29.76% and 21.44% respectively.Organizational ethical climate has a significant cross-level impact on migrant workers' turnover,both rule-based and caring-based are conducive to restraining migrant workers' turnover intention and behavior,and caring-based is more effective than rule-based,while self-interested will increase the turnover intention of migrant workers,but it will not prompt them to resign.From the individual perspective,migrant workers' perception of rule and caring on ethical climate will inhibit their turnover intention and behavior,but self-interested perception will not only increase the degree of their turnover intention,but also prompt them to leave.Different types of organizational ethical climate have structural adjustment effect on the influence of individual-level characteristics on migrant workers' turnover.Fourth,job embeddedness can predict the turnover of migrant workers.Job embeddedness has a significant negative impact on migrant workers' turnover intention,both organizational embeddedness and community embeddedness are conducive to reducing the degree of turnover intention of migrant workers,and the role of organizational embeddedness is greater than that of community embeddedness.Job embeddedness has a significant negative predictive effect on migrant workers' turnover behavior,and organizational embeddedness is conducive to restraining migrant workers' turnover behavior,but community embeddedness does not significantly restrict migrant workers' turnover behavior.From the perspective of the frequent occurrence of turnover,job embeddedness still has a significant negative predictive effect on migrant workers' multiple turnover behaviors within a certain period time,and both organizational embeddedness and community embeddedness will retain migrant workers.Fifth,there is a cross-level regulatory mediation path between organizational ethical climate,job embeddedness and migrant workers' turnover.Regarding turnover intention,the ethical climate of rule-based and caring-based will reduce the degree of migrant workers' turnover intention by increasing both organizational embeddedness and community embeddedness,and the ethical climate of caring-based will also enhance the inhibitory effect of both organizational embeddedness and community embeddedness on the degree of migrant workers' turnover intention,while the ethical climate of self-interest will weaken the inhibitory effect of organizational embeddedness on migrant workers' turnover intention.In terms of turnover behavior,the ethical climate of rule-based and caring-based will inhibit migrant workers' turnover behavior by increasing organizational embeddedness,and the ethical climate of caring-based will also enhance the inhibitory effect of both organizationalembeddedness and community embeddedness on migrant workers' turnover behavior.The enlightenment on employment management of migrant workers,retention of employers and migrant workers are as follows:First,government departments need to attach great importance to the employment of migrant workers,promote the stability of their employment,promptly establish a registration and monitoring mechanism for migrant workers' employment and unemployment,and provide the subsidy mechanism,so that replacing supervision by inducement to guide employers retaining more migrant workers.Second,employers should actively cultivate and enhance positive organizational ethical climate,but restrain and weaken negative organizational ethical climate,on the other hand,increase the level of embeddedness of migrant workers in both organizational structure and community environment.Third,migrant workers should establish correct values and behavioral norms,actively defend the moral personality,strengthen practice and learning of quality cultivation,enhance the sense of unity and social responsibility,so that help employers build good organizational ethical climate.The possible innovations of this paper are as follows:First,this paper puts migrant workers and enterprises in the social structure at the same time,discusses the turnover decision mechanism of migrant workers and its internal logic from different levels,which has broken through the single research framework,thus has expanded the research perspective on the issue of migrant workers' turnover.Second,this paper analyzes the impact mechanism between organizational ethical climate,job embeddedness and migrant workers' turnover.This paper has not only tested the stability and particularity of the predictive power of job embeddedness on turnover in cross-cultural with Chinese migrant workers,but also provided a new perspective for explaining the differences of behavioral decision of similar individuals in different environments,provided new help for grasping the context of migrant workers' turnover,and made up for relevant research space.Third,based on the nested relationship between migrant workers and enterprises,this paper constructs hierarchical data and uses hierarchical linear models to process cross-hierarchical variables,which not only gets rid of the constraint that hierarchical data cannot satisfy the uniformity of variance and independent distribution,but also solves the estimation bias problem of traditional regression analysis method.In addition,this paper uses CMP estimation to deal with the endogenous problem,which overcomes the limitation that the explained variable must be continuous. |
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