The Empirical Research On The Relationship Between Organizational Climate And Employees’ Turnover Intention:Mediating Role Of On-the-job Embeddedness

In recent years, the development scale of private enterprises in China is increasing. The number of private enterprises in China accounts for 70 percent of the current enterprises, and it has become one of the most dynamic and vigorous business types. Despite private enterprises are in strong development momentum, with human resources as vital resources to maintain core competitiveness in the development process, the brain drain has become the biggest bottleneck in the development process which needs to break through. High turnover rate within the enterprise will lose morale, which results in immeasurable impact in the long-term development of private enterprises.Aimed at employees’ frequent turnover phenomenon in private enterprises, we need to take immediate and effective measures in the respect of human resources management to improve this situation. Therefore, based on the practical issue,combined with further exploring and analyzing the existing literature, I construct mechanism model about private enterprise organizational climate, on-the-job embeddedness and turnover intention. Then I explore the relationship among them and develop further analysis on the mediating effect of on-the-job embeddedness between organizational climate and turnover intention, in order to provide better guidance significance for private enterprises to solve the problem of employee turnover.This study uses survey data collection method and selects 305 employees from private enterprises as sample to make empirical research. Through using SPSS19.0and AMOS17.0, this paper conducts exploratory analysis, confirmatory analysis,analysis of variance, correlation analysis, regression analysis, mediation analysis,aimed at studying the relationships among the three variables. Finally concluded as :Firstly,three scales are all good both in reliability and validity. We come to the conclusion that organizational climate includes five dimensions, namely innovative atmosphere, fair atmosphere, supportive atmosphere, interpersonal atmosphere and staff identity atmosphere; on-the-job embeddedness includes three dimensions,namely organization links, tissue match and tissue sacrifice; and turnover intention is a single-dimension variable;Secondly,organizational climate, on-the-job embeddedness and turnover intention are in significant difference in the respect of the population/organizational variables;Thierdly,organizational climate and on-the-job embeddedness and its dimensions can significantly predictive the turnover intention. Organizational climate and on-the-job embeddedness show a significant negative correlation with turnover intention. Organizational climate shows a significant positive correlation to on-the-job embeddedness;Fourthly,on-the-job embeddedness partially mediates the relationship among organizational climate(innovative atmosphere, fair atmosphere, supportive atmos phere, interpersonal atmosphere and staff identity atmosphere)and turnover intention.According to results of empirical analysis, this study puts forward management strategies to reduce employee turnover intention from improving the level of organizational climate and on-the-job embeddedness. At the same time, I point out the shortcomings and prospects of this study.