The Mediating Effect Of Job Embaddness On Turnover Intention

With the challenge of talent, turnover is not only a real problem faced by the business community, which is also a hot academic study. In the area of turnover management, both self-efficacy and job embeddedness impact on turnover has attracted the academic community's attention. This paper is a study of self-efficacy and job embeddedness in the composite effect on turnover.The intention scales of self-efficacy, job embeddedness and turnover are borrowing from the results of abroad, which have recycled 144 questionnaires. By factor analysis, correlation analysis, chromatography and two-factor regression analysis, the following conclusions and perspectives:(1) Through the coupling management of self-efficacy and job embeddedness ,it can reduce turnover intention. Hierarchical regression Proof: In the causal relationship between self-efficacy and turnover intention, job embeddedness plays a part role of intermediary variables. The results indicated that: employees confidence in their ability will enhance turnover intention, but the inextricably links between employees and business communities will limit turnover intention. This discovery inspired turnover management, companies can improve the level of job embeddedness to reduce turnover intention, weaken self-efficacy attenuated the negative impact on turnover. Specifically, it strengthen the close relationship between employees and organization that can suppress self-efficacy dueing to turnover intention.(2) Based on reduceing turnover intention ,self-efficacy coupled cultivation strategy. Based on reduceing turnover intention self-efficacy training, we must consider the community link, the organization link, and work experience in job embeddedness. If the low level of staff link the community, it is not suitable to raise staff strength of self-efficacy; if employees'link in a high degree of organization or high work experience, it is not suitable for employee to increase general self-efficacy. On the contrary: if employees link in a high degree of community is necessary to increase employees'strength of self-efficacy; if employees link of the organization or work experience is low, the staff should be increased general self-efficacy. These conclusions not only tell managers can not simply increase the self-efficacy, but also told managers can not improve self-efficacy under what kind of circumstances, and should enhance self-efficacy under what circumstances, indicate which aspects of self-efficacy should be increased as well.(3)The contingency strategies of job embeddedness management based on reducing turnover intention. In the job embeddedness management based on reducing turnover intention, organizational fix should consider the factors of education, communities and groups fixs should consider income. In the separation factors, the education and income have a main effect, it means that the higher education (monthly income) ,the higher turnover intention. But the job embeddedness which has buffer. In terms of reducing turnover intention: improving organizational fix for highly educated employees but not apply to less educated workers. Elevating the community link or group fix for high-income employees but not apply to low-income employees.(4) In this paper, it provide a new definited view of the labor market, job market: the human resources market with oversupply is labor market, tight market is the talent market. Turnover management is for talent, not labor. Both in talent management, and further proposed uncontrollable, some controllable and fully controllable variables. turnover management should not attempt to change the uncontrollable variables, but to figure out what are the uncontrollable variables. turnover management is through the manipulation of controlled and part controlled variables to reduce the turnover rate.