| The new generation staffs born in the environment reform and opening up, along with China's rapidly economic development, education advancement and the prevalence of the Internet. These factors make they have a unique personality. They become the representative of the knowledge-based employees, and have the spirit of pursuing freedom. They also have the spirit of pioneering. However, "Kelly about employees worldwide index report in 2010" shows that the employee of 80s' loyalty is much lower than the other two generations in China(36-47 years old and 48-65 years old). The White paper on China's compensation survey in 2012 shows that the turnover rate of 80 s, 90 s has overall up to 30%, significantly higher than average. The new generation staffs' high turnover rate gives the normal operation of the enterprise a tremendous impact. Therefore, how to find an effective approach that connects with the new generation staffs characteristics to solve the problem.The concept of organizational commitment was put forward by Becker(1960), he thought the employee's organizational commitment is a “Side-bets” act, employees improve the skills of work and communication to adapt to the needs of organization, which in order to exchange for the corresponding compensation, benefits, promotion and so on. With the increase of tenure employees, the cost and return on investment of this will also increase, therefore, when employees choose to leave, they would consider that leaving behavior will produce cost. In 2001, Guided by social capital theory, Mitchell, Lee and others proposed embedding model through a lot of empirical research work, which is different from the traditional model. It not only takes the job factors into account, but also considers the community factors(off-job factors). So job embeddedness model consider all of factors which affect the staff leaving more comprehensive. The study provides a new perspective for the turnover intention of employees.This thesis uses the two models of organizational commitment and job embeddedness, questionnaire design by reading the literature and interviews, survey the new generation of employees of the number of enterprises in Hubei Province through on-site, e-mail and other means. Finally, the data is processed by SPSS18.0 for further research. The method includes descriptive statistics, reliability analysis, validity analysis, correlation analysis, regression analysis and other methods. Ultimately the thesis draws the following conclusions: job embeddedness and organization commitment are negatively related to turnover intention. Organizing fits, organizing sacrifices and community links has significant negative effect on turnover intention; Job inside embeddedness and outside embeddedness has significant negative correlation with turnover intention; Individual attribute has a significant influence on organizational commitment and job embeddedness.According to the above conclusions of the study, the thesis put forward job embeddedness and organization commitment. The recommendations are from the aspect of on-job embeddedness and off-job embeddedness which is based on Job embeddedness model, in order to put forward the new generation staffs' human resources maintain suggestions, reduce turnover, and provide reference scheme. Specific measures includes: Firstly, company should introduce scientific and reasonable recruitment management technology to increase the degree of employee and enterprise organization matching and reduce the risk of recruitment; Secondly, company should build a self-help pay management system, and provide a full range of career planning to strengthen enterprise culture identity and enhance organizational commitment and employee work embedded degree; Thirdly, company should construct the platform of employee assistance plan, which can improve the staff's humanistic care, community matching connection with the community awareness to enhance work embedded degree. |
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