Research On The Departure Management Of New Generation Employees Based On Job Embedding Theory

In today's increasingly competition for talent,new generation of employees with increasingly free career choices has gradually become the backbone of the company,the new generation of employees not only brings innovation and development to the company,but also increases the risk of huge brain drain for the company.In order to increase the job embedding between the new generation employees and the companies from the enterprise internal,reduce the willingness of employees turnover intention,enterprises will take the initiative to take various measures to help employees as deep as possible into the organization group.Although work embedding can weaken the employee turnover intention,in the process of job embedding intervention,due to the degree of freedom of job embedding activity participation and other factors,it may change the job embedding satisfaction,and affect the impact of job embedding,and then make the job embedding has a negative effect on employee turnover intention.This paper uses the method of questionnaire survey to collect the required data for the new generation of enterprise employees and conduct empirical analysis.Incorporate the three variables of career planning,embedded satisfaction,and freedom of participation into the model of job embedding on turnover intention and turnover behavior,and incorporate the organizational matching and organizational connection dimensions of job embedding into the model separately to explore the relationship between variables.The main body of the article is divided into five parts.First,sort out the research status of new generation employees,resignation,job embedding,and career planning through literature reviews;secondly,based on the theoretical basis and literature review,put forward research hypotheses based on job embedding and resignation;then,explore job embedding and organizational matching The intermediary role of dimension in the process of career planning's impact on turnover intentions,and the intermediary role of embedded satisfaction in the process of organizational contact's impact on turnover intentions;Finally,the analysis deduces that the embedded interventions of enterprises may be caused under the influence of freedom of participation The decrease in embedding satisfaction of new-generation employees further affects the effectiveness of embedding interventions,which cannot effectively reduce employees' willingness to leave.The results show that:(1)Job embedding plays a partial intermediary role in the impact of career planning on turnover intention;(2)Organization matching plays a partial intermediary role in the impact of career planning on turnover intention;(3)Embedding Satisfaction plays a part of the intermediary role in the process of organizational contact's impact on turnover intention;(4)When the enterprise implements the intervention of embedding activities and gives new generation employees a lower degree of freedom of participation,it will reduce the embedding satisfaction of employees,And further weaken the effect of organizational contact and organizational embedding,which in turn can not reduce the turnover intention of the new generation of employees.The suggestions based on the research results are:(1)Enterprises should encourage the new generation of employees to make personal career choices clearer;(2)Expand the content of on-the-job training and pay attention to the career planning and training of the new generation of employees;(2)Appropriate amount of work embedded interventions to help the new generation employees improve their sense of organizational matching;(3)Improve the feedback mechanism of embedded intervention.