The Empirical Study On The Mechanism Of Mentoring Relationship And Turnover, Based On Perspective Of Organizaitonal And Occupational Embeddedness

Economic globalization and the informational network makes the free and cross area flow of human resource. The human capital is increasingly becoming the core competitive resource and focus of enterprises. And thus, the competition provides more employment opportunities resulting in an increase in job turnovers. How to retain and attract the core talent has been a hot focus of both scholars and enterprises. For more than half a century, scholars have developed many theories attempting to explain and predict the turnover, but the validity is just passable. However, organizational embeddedness and occupational embeddedness, as the new theory of turnover, have shown a higher explanatory power. But the research about these two theories are poor in China. Therefore, we combined the organizational embeddedness and occupational embeddedness to study the factors and mechanisms of turnover intention.First of all, mentoring is an important measure of enterprise training. It establishes the contact of new and old employees and speeds up the organizational socialization process of new employees. Therefore, this paper discusses the impact of mentoring on turnover intention. Based on a systematic review of mentoring relationship, organizational embeddedness and occupational embeddedness, we construct a research model framework. We explain the model by the social exchange theory and social network theory, and propose the hypothesis.Secondly, based on the theories and concepts, we select applicable measure tools, develop a questionnaire, design the investigation and collect the sample data(354 samples), and analyze the data. The following was concluded:(1) The relationship between the two dimensions of mentoring relationships, career support and psychosocial support, have significant negative impact on turnover intention;(2) Both organizational embeddedness and occupational embeddedness have significant negative impact on turnover intention;(3) The organizational embeddedness and occupational embeddedness partially mediates the relationship of career support and turnover intention;(4) The organizational embeddedness partially mediates the relationship of psychosocial support and turnover intention;(5) The mediation of occupational embeddedness on psychosocial support and turnover intention is not supported.Finally, based on the results of investigation and data analysis, we analyze the theory significance and practice significance, and put forward some suggestions to enterprise managers.