The Relationship Of Organization Embeddness Strategy And Employee Retention Of High-Tech Enterprise

Since the arrival of intellectual economy, technology has been playing a more and more important role in the business development area. Enterprises have become the main driving force for the society progress. With the development of technology, high-tech enterprises act as backbone of the economic activities. High-tech enterprises have become the determinative factors of regional economy and technology innovation, which further stimulates the national economy. In recent decades, high-tech enterprises developed rapidly with a positive tendency. However, the dynamic market environment and repeated market turbulent tests all of the enterprises. Therefore, it’s inevitable for the enterprises to improve productivity as well as management efficiency by revolution. During the change and revolution, how to fit staff on the appropriate position, decrease the turnover, and retain the core employees by implementing the proper human resource strategy has become a challenge for managers of high-tech enterprises.This research takes the high-tech enterprises in Zhejiang and Guangdong Province as object. Based on the previous study, this research evaluates the current situation of China’s economy development, studies the human resources strategy of the developing high-tech enterprises in reality and analyses the demission phenomenon in these enterprises thoroughly. With the conduction of relative research methodology, such as literature review, in depth interview, case study, questionnaire survey, etc., the research carries out conclusions on high-tech enterprises human resources, person-organization fit, the relation of organizational embed and core employees’ retention, which helps improve the core staff retention and provides guidance for the innovating high-tech enterprises. To achieve the objectives, this research conducts case interview study as well as questionnaire measurement study. The main conclusions are as follows: 1. The person-organization fit has a positive influence on the core employees’ retention. With the upward tendency of the person-organization fit degree, the organization becomes more stable and the turnover ratio decreases. Especially, if the core employees accept the organizational culture and mission, and there’re enough opportunities within the organization, they will be willing to work for the enterprise in the long run.2. The organizational embeddness has positive influence for the retention of core staff. The research shows, if the degree of organizational embed goes up, the turnover rate will drop, and the organizational embed could explain the turnover ratio well. Organizational embed includes three dimensions:organization sacrifice, organization connection and organization adaptation. The three dimensions of organization are measurable and consistent. If the levels of the three dimensions are all high, it can be predicted that the company structure is stable and the core staff retention degree is high.3. Person-organization fit only has a mediating effect on the relation of organization embed and core staff retention. The data analysis of this research shows that organizational embed and core staff retention are correlated, person-organization fit and core staff retention are correlated. During the data analysis, input the person-organization fit factor, the degree of relation between organization embed and core staff retention declines, which infers that person-organization fit has mediating effect on the relation of organization embed and core staff retention. In the reality, the person-organization fit degree of formal employees is relatively high. The formal employees have higher recognition of the organization. Therefore, they could get a higher fit in the organization and are prefer to provide a long-term service to the company.4. Human resources strategy has a moderating effect on the relation of organization embed and person-organization fit. With different human resources strategy, the effects that organizations embed influences person-organization fit are various. In the reality, conducting different human resource measurement could make distinctive influence on the relation of organization embed and person-organization fit.