Research On Person-Organizational Fit And Its Influence On Private Enterprises Employees’ Turnover Intention

Private enterprises are the hope for China in the future, job issues, tax issues and social stability issues of1.3billion population have to rely on the development of private enterprises.However, while we fully affirmed the positive role played by the development of private enterprises and encouraged the development of private enterprises, we must be noted that in the development process of human resource management, there are still many problems can not be ignored, that it is while promoting economic growth, the internal management contradictions are emerging, even become a bottleneck restricting the development of enterprises. Human resources management plays an important role for private enterprises continue to develop and attract the best talents. In today’s society, human resources are strategic resources for national economic development, human resources also are important resources access to sustainable competitive advantage. The talent is the core competitiveness of enterprises.As the core competitiveness of enterprises, employee’s huge turnover is undoubtedly one of the biggest challenges of enterprise. If we have no solution for the staff turnover problem, the interests of business and the future development will be seriously affected.How to make human resources management play a private role in private enterprises is an urgent problem. P-O FIT and job embeddedness of employees’ personal staff performance, corporate culture and employee turnover intention have important roles.The P-O FIT describe a compatibility, specifically referring to the co-ordination between the individual and the organization, including two aspects: of consistency fit and complementary fit. Both foreign scholars and domestic scholars have researched about its connotations, dimensions, but on individual organizations to match the definition and dimension yet to form a unified dimension. Domestic research is mainly concentrated on the person-organization fit individuals-Organization structure dimensions, measurements, as well as the outcome variable, and began to focus on the study of localization in the Chinese context. About the study, most based on a sample of state-owned enterprises or foreign-funded employees, the object of this paper is the employees of private enterprises, to complement the structural dimensions of the person-organization fit here, our goal is to enrich the study range.Job embedding is the rise of a new concept, the concept of job embeddedness propose to effectively expand the scope of the study of the departure model antecedents. Influence factors and turnover intention, job embedded in a more comprehensive coverage of the departure influencing factors summarized.This article empirical research to investigate the form of a questionnaire, select private enterprise employees as the study sample, by using quantitative analysis method, to explore personal-tissue matching work embedded and staff turnover intention role of mechanisms, to Phase of Private Enterprises in China better management practices.In this paper and the depth of excavation and analysis of the existing literature on the basis of matching theory based on the person-organization, job embedded in the theory and the theory of turnover intention to construct person-organization fit Turnover Intentions mechanism model of private enterprise employees.Firstly, it explores the internal mechanism between the perceptions of P-O Fit to turnover intention.In order to clarify its underlying mechanisms, the relevant analysis and multi-level regression model analysis indicates that positive relationship between the perceptions of P-O fit turnover intention.Secondly,it verifies the intermediary role of job embeddedness. By using multi-level regression model.Taking of the particularity of P-O fit affect on turnover intention. Based on social exchange theory, this study will take job embeddedness into the overall framework of the model.By using multi-level regression model, the job embeddedness in P-O fit affect on turnover intention of the relationship between the roles of intermediaries. This shows that the P-O fit on turnover intention effect is gradually complicated process. The actual path included:(1)the P-Ofit�'turnover intention.(2) The P-O fit�'job embeddedness�'turnover intention. Therefore, in the practice of management, the organization should pay attention to job embeddedness, the relation between the employee and the organization of the" indicator", in order to reduce turnover rates.Thirdly,it explores employee personal background variables in P-O FIT、job embeddedness and turnover intention on differences.Through the single factor analysis of variance, Staff age, education background, rank, enterprise nature and working life of the three variables has significant difference, but the difference was not significant gender characteristic.Although this paper innovatively introduces job embeddedness perspective to explore the effect mechanism P-O FIT on turnover intention. Draw and validation of a number of innovative academic point of view, to the enterprise management practice and theoretical research have certain guiding significance, but because of the time, energy is finite, and the study of the sensitivity of the issue. This research still has some limitations. In addition to the expansion of the sample in order to expand the conclusion of universality, in research methods, it is necessary to diaries, personal accounts and projective techniques with subordinates, colleagues peer assessment survey method and other methods to improve process and results. At the same time, for each variable dimension paths between the relationship of employee silence, as well as the study on the cultural differences need to discuss further. Visible, this study still remain at further improving and deepening.