Research On Job Embeddedness Influence On Turnover Intention Of The "after 80" Knowledge Type Staff

"After 80" refers to the young people who were born in the 1980-1989, they are the new generation employees of the enterprise. At present, this group have entered the job, the proportion of which is increasing year by year in the enterprise.Now they have gradually growed to main force in each department. The growth environment of "After 80" is different from the others who were born in other decades,so the special personalities of them make their unique characteristics. The practice has proved that the traditional management methods are not suitable for them."After 80" were born after the reform and opening up,growing up in the decade in which a substantial increased in the level of economic, the implementation of the one-child policy, the rapid development of science and technology, the reform of the educational system, which forming the unique traits of "after 80"."After 80" is the first generation of the only child, has their own unique process of growth and the environment.Now they are facing unprecedented pressure to survive:the college enrollment, higher education fees, the graduation allocation and the welfare housing distribution cancelled, a general price spiking in housing and so on. Along with the growth and entering the workplace of "after 80", the new terms of "flash marriage", "neet", "moonlight clan" were born.Talent is the most important factor in the competition of the enterprises.In the fierce competition of market economy of China, the management objece is the "after 80" knowledge staff who have unique characteristics of the era.Now most of the " after 80" have entered the jobs become the main force in the enterprise development, their distinctive characteristics and frequently job hopping draw recently more and more attention in the research field of human resource management. How to understand their needs and turnover causes, retain. talent is the most challenging work the enterprise facing.Some scholars believe that, we can through the perspective of embeddedness theory in the emerging modern organizational social capital (Network), to study the relationship between the core staffs maintaining with organizational performance, and then to provide a more comprehensive and profound perspective to solve this kind of problem. The domestic study on job embeddedness has just started, focusing on the study of organizational performance and influence of turnover intention. But it is so little to study in the "after 80", especially in the "after 80" knowledge staffs. Based on previous research, this study attempts to study the relationship between job embeddedness and turnover intention from the perspective of "after 80" knowledge type staff.Therefore, this paper will take the "after 80" the knowledge staff as the research object, take the job embeddedness theory as the theoretical basis, make a future research based on the past study in,by the intervening of demographic variables of "after 80" knowledge staff to job and turnover intention. This paper also proposed the relationship model how the job embeddedness influencing the turnover intention of "after 80" knowledge staff, trying to provide some construction suggestions for the enterprise personnel management system. This paper takes the "after 80" knowledge staff of Beijing, Shenyang, Dalian, Changchun, Fuxin as the research object, sending out 400 questionnaires,381 valid questionnaires recovered, using SPSS18.0 statistical analysis software to the empirical analyze of survey data. Through the empirical analysis, draw the following main conclusions:1. Effect of "after 80" knowledge type staff job embeddedness on job satisfaction.There was significant positive correlation between satisfaction "after80" knowledge type staff job embeddedness and job satisfaction, in which the job embeddedness has significant positive predictive effect on job satisfaction, embeddedness outside the job and embeddedness in the job dual influence job satisfaction, but embeddedness in the job has significantly greater influence than embeddedness outside the job.(1) The job embeddedness include organization fit, organization sacrifice and organization connection. The job embeddedness reflects the degree of employees in the organization, in the organization of fusion. For the "After 80" knowledge type staff, if you want to improve their job satisfaction, spur them to invest more energy happily and initiatively, creating more value, achieving the goal of enterprise’s development, we must combine the distinctive features of "after 80" knowledge type staff, strengthen their degree. Of the embeddedness in the job. It mainly include:providing the post more adapted to their expertise and realizing the value of life of "after 80" knowledge type staff, more reasonable salary and welfare system, clearing occupation career planning and development prospects of foresight, relatively free working environment, the opportunity and platform that can imagine and creative etc.. When the job satisfaction of "after 80" knowledge type staff increasing, they will have more strong sense of belonging and a sense of mission of the enterprise, making the enterprise honor and their future development together, continuing to work hard. In order to achieve the business vision and goals.(2) Embeddedness outside the job include:community fit, community sacrifice and community connection. Embeddedness outside the job has little influence on job satisfaction, embeddedness outside the job and embeddedness in the job have a dual impact on job satisfaction, and the influence degree of embeddedness in the job is larger. Job satisfaction is mainly to the employee’s job, and is closely related to embeddedness in the job but with the gradual in-depth research, we can find working environment of the staff also has an effect on the satisfaction degree of employees, just a little in China social environment. Enterprises should combine embeddedness outside the job and embeddedness in the job, in addition to improving employee satisfaction itself; they also should take attention to living circumstances to improve employee job satisfaction.2. Effect of "after 80" knowledge type staff job embeddedness on turnover intention.Job embeddedness of "after 80" knowledge type staff could negatively predict turnover intention; embeddedness outside the job could not negatively predict turnover intention. Embeddedness outside the job and embeddedness in the job dual influence turnover intention, but embeddedness in the job has significantly greater influence than embeddedness outside the job. In the six dimensions of job embeddedness, organization fit make negatively correlation with turnover intention, community sacrifice make significant positive correlation with turnover intention, organization sacrifice, organization connection, community fit, community connection make significantly negatively correlation with turnover intention.(1) Embeddedness in the job could negatively predict turnover intention. In the three dimension of embeddedness in the job, organization fit negatively correlated with turnover intention, organization sacrifice and organization connection significantly negatively correlated with turnover intention. This means that, for the "after 80" knowledge type staff, considering from the embeddedness in the job, the matching degree of individual and organization will lead to turnover intention. The enterprises should pay attention to enterprise culture constantly concise and sublimation, followed the pace of development of the times, guiding the individual value employee attitude and integration of enterprise culture, to provide a platform for employees mining potential, improving employee quality to reduce the rate of employee turnover.(2) Embeddedness outside the job could significant predict turnover intention. Three dimensions of embeddedness outside the job, community sacrifice make significant positive correlation with turnover intention, community fit and community connection significantly negatively correlated with turnover intention. Through analysis, this result is mainly concerned with the selected samples Most samples this paper selected working in state owned enterprises, the staff of state-owned enterprises generally live in the same community range, many employees are young and old multi generation in an enterprise work, the job of the others of family and schools of children are also not out of scope of this community. And the research object of this paper -- "after 80" knowledge type staff growth up during the period of reform and opening, experiencing the restructuring of state-owned enterprises, their personality is distinct, they don’t like adhere to the traditional framework, they hope breaking the shackles of tradition to have a new community environment and life. Therefore, enterprises should pay attention to the continuous improving living environment of employees, and constantly inject new elements, improve embeddedness outside the job, reduce turnover intention.(3) The embeddedness in job and the embeddedness outside job have dual influence on turnover intention, but the influence of the embeddedness in job is more than the embeddedness outside job. About turnover on "after 80" knowledge type staff, the enterprise should take the embeddedness in job and the embeddedness outside job together to make consideration and decision, Improving in the embeddedness in job, the enterprise also should pay attention to the embeddedness outside job, helping them to create a good living environment, without any menace from the "rear" so that they can devote themselves to work.(4) Job satisfaction plays a significant intermediary role between job embeddedness and turnover intention. In the working mechanism effecting of turnover intention of job embeddness, if we join the job satisfaction, the influence degree will change significantly. In the "after 80" knowledge type staff management, the enterprises should pay close attention to employees job satisfaction, it is able to reflect the staff job embeddedness, it is also an important variable which can predict the turnover intention. If employees have fluctuations in the job satisfaction, enterprises should promptly seek reasons, put forward the improvement measures, enhance employee satisfaction, and avoid employee turnover intention.3. Put forward the management countermeasures of "after 80" knowledge type staff in China.According to the research results, this paper put forward the management countermeasures to the "after 80" knowledge type staff. Including that:establishing rational salary system, helping the staff to make the occupation career planning and training, creating a harmonious working atmosphere, creating a flexible work system and so on. These are closely combined with the characteristics of "after 80" knowledge type staff, starting from the job embeddedness perspective, enhance employee job satisfaction, so that they will have a strong sense of identity and belonging, so as to strengthen the employee retention ideas, reducing the possibility of turnover intention.This research has important the theoretical and practical significance., for it enriched and fulfilled the organization management theory and methods, improved the performance of "after 80" knowledge type staff, mining deeply the potential of the staff, reduce the influencing degree of turnover on enterprise, and promote human resources level of managing the "after 80" knowledge type staff in our country...