The Study On Young Employees In State-owned Enterprises Between Job Embeddedness And Turnover Intention

With the development of society,more and more attention has been paid to turnover.The topics and discussions about turnover have shown an increasing trend.The phenomenon of employee turnover is becoming more and more common in both government departments and enterprises,which is closely related to social development.From the perspective of public management,employee turnover will have an impact on the normal development of the work of a local government organ,and even on the development and reform stability of a region.Another big group in the field of public management,state-owned enterprises,is also a field of concern.The concept of job embeddedness was proposed by Mitchell that individuals have close ties with their organizations and communities,and that ties,like a web,make them "embedded" in their work and difficult to make decisions about leaving.After the theory of job embeddedness was put forward,many scholars studied it as a pre-variable of turnover intention.The results showed that job embeddedness had more advantages than traditional attitude variables in explaining turnover intention.1?Objective: The state and the government have been supporting and helping state-owned enterprises for a long time.The predecessor of some state-owned enterprises is government departments.Despite the continuous development of society and economy,China's political and economic systems are continually innovating and reforming,and the state-owned enterprises are inevitably undergoing many changes.But the state-owned enterprises are still controlled or owned by the government to a certain extent,and still bear the corresponding government responsibilities and social responsibilities.In a word,the turnover rate of internal employees should be effectively controlled within a relatively reasonable range in any way.Only in this way can it be conducive to the long-term,effective and stable all-round development of the organization itself.2?Methods: This paper aims to introduce the theory of job embeddedness into the study of turnover intention of young employees in state-owned enterprises,make an empirical analysis from the perspective of job embeddedness,and put forward targeted suggestions to reduce the turnover rate of young employees in state-owned enterprises.This paper reviews the literature on job embeddedness and turnover intention at home and abroad in recent years,and then puts forward the model hypothesis.Based on the data collected from the questionnaires issued to young employees of state-owned enterprises,the reliability and validity of the scale were analyzed by SPSS statistical software,independent sample T test,correlation analysis,regression analysis,etc.3?Results: This study analyzes the differences between the job embeddedness and the turnover intention under different demographic variables,and concludes that there are differences in the influence of the demographic variables of the young employees of state-owned enterprises on the intra-job embedding and turnover intention.Through correlation analysis,it is concluded that the three dimensions embedded in the job are negatively correlated with turnover intention.Through regression analysis,it is concluded that there is a negative impact between the three dimensions of job embedding and turnover intention,organizational matching,organizational sacrifice,organizational association,three dimensions have a greater impact on turnover intention.4?Conclusion: The demographic variables of the sample have different effects on the job embedding and turnover intention.The three dimensions of organizational matching,organizational sacrifice and organizational connection have negative effects on turnover intention.It can be seen that the organizational environment,communication mechanism,internal career development and talent promotion mechanism of state-owned enterprises are the main reasons leading to the turnover intention of young employees in state-owned enterprises.Finally,this paper puts forward suggestions and countermeasures from the perspective of organizational human resources management.