Research On The Relationship Among Organizational Ethical Climate, Job Embeddedness And Voluntary Turnover

With the rapid development of economic globalization and technology, there is fiercecompetition in the market. The human capital becomes the competition focus instead ofcapital or technology. It is a important and difficult issue for companies to attract and holdthe competency employees. It is easy to cause human resource crisis and influence thesustainable development of companies in the long run if turnover rate is too high. So thereis practical significance to explore the turnover reason. Since job embeddedness, as theemerging theory, was put forward by scholars, there were abundant research results.However, there is less research about the cross-cultural applicability and antecedentvariables of job embeddedness. So there is important theoretical significance to study therelationship between job embeddedness and voluntary turnover, and the antecedentvariable of job embeddedness in the Chinese culture background.Based on literature review of organizational ethical climate, job embeddedness,voluntary turnover and self-efficacy theory, the paper constructed research hypothesisabout job embeddedness mediates the relationship between organizational ethical climateand voluntary turnover, self-efficacy moderates relationship between job embeddednessand voluntary turnover.Then through reliability analysis, validity analysis, correlation analysis andregression analysis after collecting questionnaires data, the findings show that: Rulesethical climate and caring ethical climate relates positively to job embeddedness;Instrumental ethical climate relates negatively to job embeddedness; Job embeddednessrelates negatively to voluntary turnover; Rules ethical climate relates negatively tovoluntary turnover, and job embeddedness partly mediates the relationship between rulesethical climate and voluntary turnover; Self-efficacy moderates the relationship betweenjob embeddedness and voluntary turnover such that job embedddeness has a weakernegatively effect on voluntary turnover for high self-efficacy than low individuals.The paper discussed the application of research conclusion at last. The managershould develop positive organizational ethical climate to enhance job embeddedness ofemployees and reduce turnover rate. At the same time, when applying the job employees and reduce turnover rate. At the same time, when applying the job embeddedness theory to reserve human resource, the manager need consider the effect of individual characteristics.