Job Embeddedness Perspective: Collaborative Management Of Knowledge Workers’ Job Performance And Turnover Intention

Nowadays, job-hopping has become a trend, especially the high-performingemployees of SME. They tend to put an enterprise as a training base and a springboardto acquire new knowledge, highly skilled, when it has a high ability of work andtempted by outside companies, they will leave their current business, jump higherdevelopment platform or build their own businesses, this problem has plagued manycompanies. In the traditional concepts and methods, high performance and low staffturnover is difficult to have both, and how to make cake and eat it? It is one of thechallenges faced by many companies today. Therefore, this study introduces the idea ofSynergitics, holds high performance and low turnover have both synergistic ideas, theresearch perspective turns to job embeddedness, when worker with high job embeddingdegree, their performance achieve high and turnover be low, job performance andturnover intention reach collaborative management.Based on the above ideas, knowledge workers in this study as the research object,using the grounded theory to deeply analyze the contains factors of job embeddednessin China, building job embeddedness to knowledge workers’ job performance andturnover intention collaborative management model. On this basis, explore the influencepath and influence mechanism between job embeddedness and knowledge workers’performance and turnover intention, then the empirical test provide theoretical andempirical basis for collaborative management. Therefore, this research study includesthree main aspects: First, explore the dimension factor of job embeddedness; second,explore and analyse the relationship between job embeddedness and knowledgeworkers’ performance and turnover intention to provide a theoretical basis forcollaborative management; third, make empirical research to provide empirical evidencefor job performance and turnover intention collaborative management, then proposemanagement advice.First adopt the literature analytic method, Settling previous researchers’ resultsabout the job embeddedness by literature analysis, pointing out systematic research ofjob embeddedness was very little in China, based on it, choosing the grounded theoryresearch method to explore the factors of job embeddedness, through the in-depthinterview to the research object to collect original material, adopting three-level codedecoding procedures to identify the factors of job embeddedness, finally determiningtwo dimensions and9categories, at the same time, on the basis of literature analysis, expounding the definition of job performance, turnover tendency and measuring scale.Second, nowadays there is a dilemma that the high performance employee haveturnover intention is in Knowledge staff management in China, so choose theknowledge staff as the research object of this study, at the same time introducingSynergetics thought, to solve the paradox of high performance-low turnover difficultto have both. This is because, the research assumptions is that job embeddedness hassignificant positive effects on job performance at the same time has a significantnegative effect on turnover intention. Therefore, build job embeddedness onknowledge workers’ job performance and turnover intention collaborative theoreticalmodel.Last, to Verify the theoretical assumptions of this study and to provide theoreticalbasis and empirical research conclusion of solving "high performance, high turnover"paradox, constructing the influence theory mode between job embeddedness andworkers’ performance and turnover intention, adopting reliability, validity, factoranalysis etc. to analyses the effective questionnaires. Making statistics verification ofthe9factors analysis, further to conclude nine factors into six factors, then using thestructural equation model to verify influence path analysis, propose collaborativemanagement advice based on empirical test.Through the above research, this paper’s conclusion as follow:1. Job embeddedness contains factors can be divided into6categories: theorganization contact and mental perception matched-degree, C&B matched-degreeand system compatibility matched-degree, job matched-degree, self-fulfillmentmatched-degree, departure of tissue damage, Community life embeddedness.2. Throng the analysis of demographic variables, the dimension of age, position,the number of highly dependent colleagues, marital status, children status, houseproperty have obvious influence on knowledge workers’ performance; The dimension ofage, enterprise property, the number of highly dependent colleagues, marital status,housing property have obvious influence on knowledge workers’ turnover intention,among them, age, the number of highly dependent colleagues, marital status, housingproperty have obvious influence both on knowledge workers’ performance and turnoverintention, other dimensions have no obvious influence.3. After the construction and analysis of structural equation modeling, this studyput forward the influence path between various factors of job embeddedness andknowledge workers’ performance and turnover intention. And organization embedding dimension has positive significant effects on knowledge workers’ performance, but hasnegative significant effects on knowledge workers’ turnover intention; Community lifeembedding dimension has positive significant effects on knowledge workers’performance, however it has negative significant effects on knowledge workers’turnover intention, empirical research validated that job embeddedness has a synergisticeffect of managemen on job performance and turnover intention.4. Each dimension of job embeddedness has different influence path on jobperformance and turnover intention. The organization contact and mental perceptionmatched-degree, C&B matched-degree and system compatibility matched-degree, andself-fulfillment matched-degree have a marked impact on task performance, contextualperformance and turnover intention. Thereinto, the effect coefficient of organizationcontact and mental perception matched-degree on contextual performance and turnoverintention is higher; the effect coefficient of C&B matched-degree and systemcompatibility matched-degree on task performance and turnover intention is higher; theeffect coefficient of self-fulfillment matched-degree on task performance, contextualperformance and turnover intention are all high; job matched-degree have a markedimpact on task performance and contextual performance, but the effect coefficient of iton task performance is higher, and it has on directly affect on turnover intention;departure of tissue damage only has a certain influence on contextual performance;Community life embeddedness have a marked impact on task performance, contextualperformance and turnover intention, but the coefficient is not very high.5. The synergize ideas is scarce both in theory fields and management practice,through empirical testing, job embeddedness theory can effectively realize synergy ofknowledge workers’ performance and turnover tendency. Therefore theory withempirical, fixed the collaborative management model of job embeddedness in sixdimensions factor on job performance and turnover intention, provide managementadvice for how to conduct collaborative management, at last it provide a newperspective for future researchers and mangers.