The Study Of Employees’ Organizational Identification And Turnover Intention From The Perspective Of Embeddedness

Human resource is one of the most important resources for enterprises to gain competitive advantages.It’s particular difficult to manage construction enterprises’ human resources for the high complexity and mobility.At the same time,severe challenges are faced in human resources management by the construction enterprises due to the the intensification of market competition in construction industry.For a long time,the high turnover rate of employees in construction enterprises has not only led to the loss of talents,but also increased the operation cost of enterprises.Therefore,how to reduce the turnover rate of employees in construction enterprises and alleviate or avoid the loss caused by employee turnover is a common problem that every manager needs to face,which is of great significance.In the previous turnover study,turnover intention was mainly used to predict turnover of employees.Most studies focused on the influence of work related factors on turnover intention,such as job satisfaction,organizational commitment and job opportunities.However,there were relatively few research to study the influence of nonwork related factors on turnover intention.Scholars began to pay attention to the influence of non-work factors on employee turnover intention until the job embeddedness model and theory were put forward,and they verified the role of job embeddedness in different industries.However,the study of the interaction effects between job embeddedness and traditional turnover factors is still lacking.Therefore,in view of the author’s own work experience and combined with the characteristics of high turnover rate of construction enterprises,the author takes a large state-owned construction enterprise employee as the research object.Based on the job embeddedness model and traditional turnover research,organizational identification and job embeddedness were incorporated into the research model.The results found that organizational identification,on-the-job embeddedness and off-the-job embeddedness are significant negatively related to turnover intention;on-the-job embeddedness is significant positively related to organizational identification;on-the-job embeddedness plays a partial mediation role in the relationship between organizational identification and turnover intention;off-the-job embeddedness moderated the relationships between on-the-job embeddedness and turnover intention.The innovation of this paper is to take into account the effect of job embeddedness on turnover intention and the combination of traditional turnover factors to explore the role of job embeddedness and organizational identification.In addition,the construction enterprise selected in this paper is rarely involved,and the results of the study have significant reference for the human resources management of construction enterprises.