A Cross Level Study On The Influence Mechanism Of Shock Events On Stay From The Perspective Of Job Embeddedness

With the rapid development of economic globalization,the market competition intensifies.How to use the least amount of resources to obtain the maximum economic benefits for enterprises,and the quality of human resources plays a decisive role.Therefore,enterprises must pay attention to the retention of talents,and promote more staff from the organizational culture,human resources management practices and other organizations to “stay”.In previous studies,to explore the individual level retention behavior has been more mature,with the technology of the hierarchical linear model is mature,cross level research on employee retention problems.Based on this background,this paper intends to solve the two key issues: First,whether the transfer function is embedded in the relationship between work shock and retention in affected commitment human resource management practice? Second,how does the commitment type human resource management practice affect the process across the board? In order to make the above findings credible and specific,we introduce the external factors as the situational variables,and explore the strength and direction of different levels of external factors.In order to achieve the above analysis,we have constructed a theoretical model and analyzed it empirically.According to the variables in the model,select the appropriate measuring tools,prepare questionnaires,conceive the research design,carry out the investigation,and obtain the sample data(315 questionnaires involving50 organizations)for data analysis and hypothesis testing.The concrete steps are as follows:(1)To examine the reliability and validity of the scale;(2)To carry on the correlation analysis;(3)Construct the structural equation model,and apply the Mplus7.0 test to examine the mediating effect and moderating effect.The study found that:(1)Job embeddedness has a mediating effect in the shock effect on the retention of external factors;(2)The negative mediating effect of job embeddedness in the process;(3)commitment human resource management practice on organizational overall retention rate has a positive effect;(4)the practice of human resourcesmanagement commitment negatively regulates the shock to the negative effects of job embeddedness.At last,summarizing of the theoretical and practical significance of this research,puts forward some suggestions for the practice of human resource management development and management of the enterprise: the enterprise should strengthen the construction of human resource management commitment,create a good atmosphere,weaken the negative effect of shock on job embedded,so as to enhance employee retention,improve organization the retention rate,reduce the turnover increase the cost.