Based On Embeddedness Theory Of Enterprise Employee Turnoverintention Study

In twenty-first Century, the international situation is undergoing profoundchanges, the trend of world much polarization is irreversible, economic globalizationprocess is accelerated, the progress of science and technology make natural resourcefor economic and social development support force gradually declined, and the role ofhuman resources is rising. The competition between the enterprise, in the final analysisis the competition of talents. According to the survey, the enterprise core employeeturnover rate is relatively high, not only makes the enterprises to pay the highrecruitment and training costs all one’s efforts wasted, and the core staff holds someimportant resources of enterprises, once been removed or resigned may make theseresources will be out of the hands of competitors, give an enterprise to bringinestimable major loss. Entrepreneurs how to solve the core staff automatic turnoverthis thorny problem gives us new task that studies urgently.Through literature reading job embeddedness theory and employee turnoverintention is a research hotspot in recent years, this article uses the literature analysisand empirical research methods to the enterprise core employee turnover problem fromjob embeddedness perspective. The study of job embeddedness theory from theperspective of core employee turnover influence factors, both within the organization,organized in two ways, a more comprehensive analysis. Through investigation andanalysis the present in the enterprise, the core employee turnover intention ofinfluencing factors are mainly25, covers organizational links, tissue matching,organization, community, community links to sacrifice, sacrifice match community sixdimensions; including tenure, enterprise development prospects, job approval, workenvironment, work and physical ability and technique post match, corporate culture, salary expectations, matching matching matching matching development space,training needs, salary and welfare loss, work stability, professional advantage loss,network resources loss, age, marital status, residence of real right, with family andfriends, and the relationship between customer supplier relations, communityenvironment, community resources, community atmosphere stability loss, life, socialstatus. In profits from the predecessor research results based on the design of core staffquality of life questionnaire, through questionnaire surveys and exploratory factoranalysis, the core staff job embeddedness model, the core staff job embeddednessmodel also includes the organization, organization, organization links matchingsacrifice, community connection, community, community at the expense of sixdimension matching. Derived through regression analysis core staff demissiontendency to regression equation, for the enterprise core employee turnover intentionsurvey to provide reference. Through the survey found that China’s core staffdemission tendency of average level in the Yellow Zone, show our country enterprisecore employee turnover in a state of imbalance, the enterprise should to the core staffof the situation of talent drain in attention, take corresponding measures, to avoidfurther expansion. In order to fundamentally solve the enterprise s core staff demissiontendency big question, this article from the predetermined control, maintain control,feedback control three aspects put forward some management suggestions andmethods, in order to improve the core employee turnover intention in great condition.