An Empirical Study On The Turnover Interntion Factors Based On The Job Embeddedness Pattern

The enterprise pays close attention to employee turnover problem, academia also putemployee turnover as a research hotspot. So far there are a large number of studies employeeturnover theory, this paper introduces Mitchell and Lee (2001) from a network of socialrealities of life for the " Job Embeddedness ".Based on the study of job embeddedness and turnover intention of the relationshipbetween the research target, through reading literature, questionnaire survey method,multivariate statistical analysis method (using analysis software SPSS20.0) and otherresearch methods, in full knowledge of the domestic and foreign related knowledge, deducedfrom this model: Based on Mitchell and Lee’s based on employee retention and jobembeddedness model, will work as the overall concept and Job Embeddedness as theindependent variable, turnover intention as dependent variable, taking into account theemployee demographic variables that individual factors will be on the job embeddedness andturnover intention among impact, so the individual factors as moderating variables, totheoretically study them on turnover intention and job embeddedness relationship.The results of this study are: three dimensions in on-the job embeddedness andturnover intention significantly negative correlation was established; three dimensions inoff-the job embeddedness and turnover intention negatively correlated portion formed.The living environment is good or bad will cause employee turnover intention level increase,this is in line with China’s national conditions.Both on-the job embeddedness and off-the jobembeddedness are different in the age difference; age and turnover intention negativelycorrelated partially supported, in a " realistic " employees are more likely to seek jobopportunity. Promotion state and on-the job embeddedness work are embedded within thesignificant positive correlation was established; promotion status and off-the jobembeddedness significant positive correlation was established; promotion and turnoverintention significantly negative correlation was established. The marital status and both on-thejob embeddedness and off-the job embeddedness significantly positive correlation wasestablished; marital status significantly negative correlation with turnover intention. Bothon-the job embeddedness and off-the job embeddedness are different in the lenth of servicedifference;which is positive correlation. Seniority and turnover intention significantlynegative correlation was established. Different types of enterprises should fully understand the enterprises of their owncharacteristics, to take appropriate measures to retain talent. Employees of different ages,marital status would affect their work situation, enterprises should be based on the employee’sage and marital status, take corresponding the welfare activities to keep employees, such asunmarried Employees Association. Employee promotion situation will affect their turnoverintention, enterprises should broaden the promotion condition and more learning opportunities,such as some development plans include mentoring, counseling, job rotation and tuitionassistance. Employees length of service longer, lower turnover intention, accordingly,enterprise besides trying to apply to employees, should also be a good long-term employmentwelfare programs, such as the enterprise annuities, retirement plans.