A Study On The Relationship Between Job Embeddedness And Turnover Intention Of Expatriate Managers In China International Construction Industry

The high turnover of Chinese international construction expatriated managers is not beneficial for the development of Chinese international construction industry. As the amount of international construction projects is fast growing, the need of Chinese expatriated managers is also growing. To explore the issue of Chinese international construction expatriated managers' high turnover, this thesis applies job embeddedness model in the international construction industry to find the factors which influence their turnover intention.The environment of overseas for the managers is very different from the domestic environment. Taken account of the characteristics of international construction industry, the concept of job embeddedness is revised in this thesis, adding the factors of occupation and environment in this concept. And then verify the relationship between the revised job embeddedness and turnover intention of Chinese international construction expatriated managers.First, we expanded the community embeddedness, which is a dimension of job embeddedness, to environment embeddedness, and added a new dimension which named occupation embeddedness. So the new job embeddedness is including of three dimensions: organizational embeddedness, environment embeddedness and occupational embeddedness. Job satisfaction and organization commitment are used to be as the mediator between other factors and turnover intention, so it is necessary to test whether these two also play as the mediator between job embeddedness and turnover intention. Based on these hypotheses the questionnaire was completed and answered by 207 Chinese international construction expatriated managers.Results show that job embeddedness explains turnover intention very well. Though the three dimensions of job embeddedness is positively related to turnover intention, among them the organizational one and the occupational are influence turnover intention strongly. Job satisfaction and organizational commitment are mediators between job embeddedness and turnover intention, and organizational commitment is the stronger one.The results tell that Chinese international construction company could make their managers more embedded in their job by three ways: environment, organization, and occupation, and among these three, the last two ways are more effective. And if the company could let the managers feel the long-term investment in the development of their managers, they would be more loyal to the company, less intended to leave it.