The Moderator Effect Of Personality And Job Embeddedness On The Relationship Between Job Performance And Turnover Intention

In the twenty-first century, competition between companies increases rapidly, not only inprice competition and brand competition, but also in the talent competition. The retention ofhighly qualified talents becomes particularly important. If the the employees having thelowest performance leave, it is in fact favorable to the organization.On the contrary, ifemployees with the highest performance leave, it could be a disaster. The relations hipbetween job performance and turnover is not simply fixed, high performance may follow withlow turnover, high performance may also accompany with high turnover. When the strengthof impact abo ut X on Y is sometimes strong and sometimes weak, we should considermoderators between the variables. As a result, it is very necessary to introduce moderatorsinto the model. After the two moderators of personalit and job embeddedness are introd ucedinto the model, turnover intention can be highly explained. This paper can help the managersunderstand why the high-performance employee leave, at the same time make constructivesuggestions for human resources practice and human resources planning.Firstly, the moderator variables are defined. Through logical reasoning, it can beconjectured that moderators exist between job performance and turnover intention. Inaccorda nce with the situational theory a nd trait theory, this study selected pairs of moderators.Situational theory is that every organization has different internal factors and externalenvironmental conditions, which should be changed in management activities. Trait theory isthat the pe rson has a psychological structure, so that the individual even in differentenvironment can have the same effect stimulus response. Allport and Cattell recognize thatthe personality and situational variables should be combined to predict behavior. Finally,through triple interaction analysis, paper determines whether there are two moderators effectat the same time on the relationship o f job p erformance and turnover intention.The results of this paper are as follows: First, it is demonstrated that job embeddedness ispositively correlated to job performance, and negatively correlated to turnover intention.Second, neuroticism is negatively correlated to job performance, and positively correlated toturnover intention. Third, embeddedness and neurotic can individually moderate therelationship of job performance and turnover intention. Fourth, job embeddedness and neurotic don’t moderate the relationship work performance and turnover intention relationshipat the same time.This paper is different from the simple concept that high performance means lowturnover, low performance means that the high turnover. To better explain the phenomenon ofhigh performers leaving the organization. Through the introduction of the two moderators, thepaper test the hypothetical model, compare the single moderator and double moderators.