Mechanism Of Employee Turnover In Chinese Publishing Enterprises From The Perspective Of Job Embeddedness

Human resources are the core competencies of modern publishing enterprises.Key talents possess the key intellectual capital to publishing enterprises.Therefore,employee turnover has been a hot research topic in organizational behavior and a problem to be solved urgently confronted by publishing enterprises.In China,the publishing enterprises shoulder the responsibilities of maintaining national ideologies,knowledge transmission and cultural inheritance.However,the system and mechanism originated from the planned economy have not experienced a thorough breakthrough,which is not beneficial to the employer development of publishing enterprises.With this background,in order to pave the way for human resources revolution in publishing enterprises,it is necessary to have a solid theoretical foundation.Some relevant researches have been conducted in other countries.However,with their different systems and mechanisms from ours,such as the marketing economy,property system,administration,employment,income distribution and motivation mechanisms,the research results do not have great significance as to employee turnover in Chinese publishing industry.Moreover,systematic researches focused on publishing enterprises do lack in China.This dissertation aims at providing human resources management in Chinese publishing enterprises with some potential insights.Firstly,with employee turnover in Chinese publishing enterprises as the research problem,armed with theories such as job embeddedness,setting theory,Job Matching Theory,Employability Theory and grounded theory,this study carried out interviews and reviews the present situation and characteristics of employee turnover before probing into its implications,causes and effects.Secondly,the current research recognizes the key elements of employee turnover in publishing enterprises and summarizes these elements from the perspective of job embeddedness to build a model to indicate various elements.Thirdly,the present research respectively constructs six dimensions of theoretical relations relevant to turnover tendency,namely,work link,organizational fit,work sacrifice,social link,environment fit,extra-work sacrifice.On this basis,the research tests the theoretical relations by employing correlation analysis and multivariable regression.Finally,a discussion is carried out on the test results and attempts to discover the causes of employee turnover in Chinese publishing enterprises.Taking systems and mechanisms faced by Chinese publishing industry into consideration,the dissertation puts forward measures to perfect human resources management in Chinese publishing industry.The research finds that work link is beneficial to lower the tendency of employer turnover,and harmonious supervisor-subordinate relation has a significant negative impact on employee turnover;pleasing organizational atmosphere and workmate relations have a limited influence upon employee turnover.Organizational fit does not have a significant function,which indicates a distinction with the theoretical hypothesis.Training,experience and career outlook have great negative influence on employee turnover;salary and income,to a certain degree,imply a negative influence.The concept of leadership competence,leaders’ personality,management,interests and abilities,organizational platform,work pressure and self-value do not have a significant impact.Work sacrifice,to some degree,has weakened employee turnover.In comparison with other elements of work sacrifice,social resources have,to a certain extent,an evidently negative impact on employee turnover,or are a barrier to withdrawal.The economic loss caused by a withdrawal is actually not influencing,and the access to a new job does not come up with the expectation.The impact of social link on employee turnover is basically the same with the hypothesis.Child care indicates a great negative role,while elements such as spouses or parents are not quite evident.The hypothesis of influence from relatives and friends has been verified.Environment fit impacts are not steady: social environment has a negative role while natural environment is not significant at all.Extra-work sacrifice plays a negative role,and institutional vacancy in the working unit,other benefits and individual wishes are significant negative elements.But an urban Hukou does not show any meaningful impact.In modern publishing enterprises,employees generally have higher motivation for achievements and attach great importance to self-development,eager to enjoy greater potential for career development.These are the starting points to build new models of nurturing talents.It is necessary for the administration team to provide select benefits such as on-staff training and life-long learning to all employees with detailed plans and chartered programs,to make attractive and individualized career development programs,to break through the barriers of various jobs,to establish multilevel motivation mechanisms,to nurture pleasing and human-oriented enterprise atmosphere and enhance communication and to establish harmonious relations between the government and the enterprises.The results provide certain grounds for decisions made by human resources management in publishing enterprises.The current study is also insightful for the management perfection of service departments,the improvement of career environment of employees in the publishing industry,the strengthening of organizational attraction to key talents.This research still attempts to broaden job embeddedness theory and the research horizon of theories in human resources management in Chinese publishing enterprises.