The Turnover Intention Of Small And Medium-sized Real Estate Enterprises Based On The Job Embeddedness

The competition between the enterprises, in the final analysis has become a talent competition. In today’s world, human capital has increasingly become the main source of enterprise competitive advantage, the problem of talent also has become a key problem of the relationship to the development of the enterprise. However, the employment mechanism is presented the almost completely market-oriented status by the economic development and social progress. Enterprise employees have larger space and more opportunities when choosing jobs. So it seems popular for the phenomenon of resignation. The popularity of resignation has led to the great attention of the whole social scholars and enterprise managers.Our study chooses these employees with high turnover from small and medium-sized real estate industry as the research object. By using literature analysis and empirical research methods, we study the problem of the industry’s turnover intention from the angle of job embeddedness. We make job embeddedness as the independent variables, perceived organizational support as intermediary variable and the turnover intention as the dependent variable, which can be constructed to a relations’ model for exploring the relationship of each other. Through sending question papers to nearly 20 small real estate enterprises in the three cities including Jinan, Zibo, Qingdao, and recycling data, using statistical software to test validity of the correlation, and applying reliability analysis and regression analysis research methods, we carried on the empirical analysis referring to the recycled of questionnaire data and finally got the following conclusions: 1. The job embeddedness has significant negative prediction to turnover intention. when people depend on organization due to the job embeddedness, they are more likely to stay in the organization, which resulting in a smaller quit intention; The dimensions of embedded job include embedded inside job and embedded outside job, have negative correlation relationship with turnover intention, and the embedded inside job has greater prediction function than the embedded outside job to turnover intention prediction. 2. The job embeddedness performs significant positive prediction effect on the function of organizational support. The embedded outside job has unobvious prediction effect on organizational support, the proposed hypothesis part was established. 3. The employee’s organizational support have significant negative prediction function on turnover intention. The higher deperceived gree of concern the employee perceived from the organization’s support, the smaller the employee’s departure rate will be. There are three dimensions of perceived organizational support: which are organizational support, value identity and interests concern. Each of them has different degree negative correlation to turnover intention. And in which, the organizational support takes the highest related degree, and then interests concern occupies the second, and the minimum is value identity. The overall difference among them is not great. 4. Perceived organizational support plays the partial intermediary role between embedded work and turnover intention, and perceived organizational support plays the partial intermediary role only between embedded work and turnover intention.