Research On New Generation Of Migrant Workers’ Job Embeddedness And Turnover Intention

Affected by the binary urban and rural division census register system, there formed a special work group in China--migrant workers, who will exist for a long time. Especially the new generation of migrant workers, who were born after the 1980s, have gradually become the main force of the labor market and will become the backbone of future labor supply in our country. However, in recent years, new generation of migrant workers keep a high turnover rate which leads to "migrant workers shortage" and "short tenure" problems, these two problems have become dilemma problems for both enterprises and migrant workers. Therefore, it is urgent to take effective measures to reduce their turnover rate. Compared with traditional migrant workers, new generation of migrant workers are better educated, have stronger self consciousness and greater ambitious of career expectations, all of these characteristics decide that their relationship with organizations is no longer a simple labor-capital exchange relationship. On the contrast, the relationship is more complicated, and their leaving reasons must be beyond the compensation, benefits, etc. In this context, exploring new generation of migrant workers’voluntary turnover model will help us better understand their psychological feelings and decision making process before they leave organizations, so that we can take pertinent and effective measures to reduce their voluntary turnover rate.This study took job embeddedness as the theoretical perspective, and combined organizational commitment which is a traditional attitude variable, attempted to explore the mechanism of how job embeddedness and organizational commitment influenced new generation of migrant workers’turnover intention. This article surveyed 320 samples, and obtained several conclusions through the empirical research.1) Both job embeddedness and organizational commitment had significant predict effect on turnover intention. However, if we put all of the five dimensions of commitment (affective commitment, normative commitment, ideal commitment, economic commitment and choice commitment) into the direct model, we found that the correlation between choice commitment and turnover intention wasn’t significant. 2) Job embeddedness was significantly and positively correlated with commitment and its five dimensions.3) Organizational commitment played a part intermediary role between job embeddedness and turnover intention. More detailed, only affective commitment and normative commitment played the part intermediary role, while the mediation effects that through ideal commitment, economic commitment and choice commitment were not significant.Finally, this article discussed and analyzed the research results, and put forward some specific human resource management steps to reduce new generation of migrant workers’turnover rate for enterprises. In addition, this paper pointed out the limitation, shortage of this study and future research prospects.