Research On The Relationship Between The Employees' Job Embeddedness And Turnover Intention In Domestic And Foreign Banks

Job Embeddedness model is a new foreign theoretical model, and focus on the employees'turnover from the network-based social life. According to Mitchell and Lee etc in 2001, the definition of Job embeddedness is a large class of factors which affect the employees to leave the organization, including two dimensions, on-the-job embeddedness and off-the-job embeddedness.Since the concept proposed, domestic and foreign scholars have made a lot of researches about the construction of job embeddedness-turnover model, the specific dimensions of job embeddedness, the relationship between organizational performance and job embeddedness, and so on. Developed countries have proved the impact of job embeddedness to employee turnover by a lot of researches and practices, and began to apply to the actual human resource management activities. But in China, this area is still in the initial stage.So this article will explore the relationship of job embeddedness and turnover intention about banking employees, determine which factors are causes of turnover of employees, guide the organization to retain good employees, and finally provide a theoretical basis and practical guidance for banks to reform their human resource systems.This study is divided into five parts. Part One is the introduction, which mainly describes the background of this study, the meaning of the study, the main research contents and the innovation points, etc.. Part Two:A review and summary of relevant literature, including the meaning of turnover and turnover intention, the domestic and foreign studies on turnover, the origin of the concept of embeddedness, the meaning of Job embeddedness, the comparison between Job embeddedness and other factors affecting turnover intention, the study process of the relationship of job embeddedness and turnover intention. The third part is empirical research design, including the construction of the theoretical framework of this study, assumptions made, etc. Part Four is a questionnaire survey and data analysis, including the description of the questionnaire, the questionnaire research. Part Five is the findings and conclusions, the appropriate management measures and recommendations, the limitations of this study and future research directions.There are two reasons to choose the banking Staff as the research object. First, as the service characteristic of the financial industry, the effectiveness of banks depends on the overall quality of the staff to a large extent. Second, because the contradiction of the limited supply of core talents and the unlimited demand for rapid expansion, the banking industry has a long-term high turnover rate.Compared the state-owned commercial banks, joint-stock commercial banks and foreign banks, the competitive advantage of theirs is different, and the attitude towards talent is not the same. So in the relationship between job embeddedness and turnover intention, this paper has done a brief distinction and comparison between different type banks, in order to determine if the impact of employee turnover factor of different banks is the same.This article also appropriately introduces some basic properties of the individual as the adjustment variables, such as gender, age, educational level, bank property. So we can clearly understand the different attributes of employees in job embeddedness and turnover intention.In this paper, refer to numerous theoretical literature, the writer proposes the research hypothesis, revises and improves the "the questionnaire about quality of occupation and life of bank employees". The questionnaire of this study is a combination of theory literature and the Chinese cultural background. Using the pre-research collection of 56 questionnaires, the questionnaire has good reliability and validity. Only some presentation of individual items was fine-tuned, so that the formal questionnaire can have a higher reliability and identification.The core assumption of this study:there is a significant negative correlation between job embeddedness and turnover intention of bank employees. Data analysis results show that, in general, there is a significant negative correlation between job embeddedness and turnover intention.In addition to this core assumption, the present study also analyzes the impact of the different individual attributes to job embeddedness and turnover intention. According to results, as to different age groups and tenure of employees, on-the-job embeddedness, off-the-job embeddedness and turnover intention would be significantly different; different levels of education and marital status, off-the-job embeddedness and off-the-job embeddedness of staff would be significantly different, but neither does turnover intention; finally, as to different bank properties, on-the-job embeddedness, off-the-job embeddedness and turnover intention would be significantly different.Through comprehensive analysis, this study concluded that:(1) In general, there is a significant negative correlation between job embeddedness and turnover intention of bank employees. So the banks should take positive and effective measures to improve the level of job embeddedness. (2) Banks should integrate their own situation to analysis the reasons why staff stay in the organization or leave the organization, and take measures to increase its level of job embeddedness of their staff. (3) Banks can pay more attention to the low educational employees, and provide opportunities for growth and development, so that they may better contribute to the organization. (4) The reason for turnover is complex and changeable, and should be sub-specific analysis of the situation, in order to adopt differentiation strategies to reduce turnover.In different banks, the job embeddedness and turnover intention of employee are different. As a whole extent, the employees of state-owned banks have a higher job embeddedness and lower turnover intention; the employees of joint-stock banks have a higher turnover intention; the employees of foreign banks have the lowest level of off-the-job embeddedness.