The Empirical Study On80s Staff Between Job Embeddedness And Turnover Intention

The group who was born in1980and1989is called80s, the80s who has job iscalled80s staff. The80s is born in the tide of reform, along with China’s rapideconomic development, education advancement and the prevalence of the Internet. Onthis background, the80s has unique personality. They become the representative ofthe knowledge-based employees, and have the spirit of pursuing freedom. They alsohave the spirit of pioneering. However,"Kelly about employees worldwide indexreport in2010" shows that the employee of80s’ loyalty is much lower than the othertwo generations in China (30-47years old and48-65years old). The White Paper onChina’s pay survey from adfaith in2012shows that the turnover rate of80s,90s hasoverall up to30%, significantly higher than average.80s staff high turnover rate hasbring heavy operating costs to company. Therefore, how to find an effective approachthat connects with the80s characteristics to keep the80s is an urgent problem.Job embeddedness model is proposed by Mitchell along with a large number ofempirical studies in2001, this model is guided by social capital theory, which isdifferent from the traditional model. It not only takes the job factors into account, butalso considers the community factors (off-job factors). So Job embeddedness modelconsider all of factors which affect the staff leaving more comprehensive.In this paper, it designs the questionnaire by job embeddedness model, literaturereading and interview. Then this paper survey80s employees in three province-Hebei Province, Jilin Province, Beijing-through on-site questionnaire, mail. Finally,the data is processed by SPSS16.0for further research. The method includesreliability analysis, validity analysis, analysis of variance, correlation analysis,regression analysis and other methods. Ultimately the paper draw the followingconclusions: job embeddedness and turnover intention correlated negatively;organizing fits, organizing sacrifices, community links shows a significant negativecorrelation with turnover intention; on-job embeddedness and off-job embeddednesshave negative prediction on turnover intention. On-job embeddendness morepredictable than off-job embeddedness on turnover intention; individual property has significant difference between job embeddedness and turnover intention, but under theinfluence of the individual property, the job embeddedness still has negativelyprediction on turnover intention, it can be able to explain23.2%of the variation inturnover intention.According to the above conclusions of the study, the paper put forward the HRMrecommendations to keeping80s staff. The recommendations are from the aspect ofon-job embeddedness and off-job embeddedness which is based on Job embeddednessmodel, in order to reduce employee turnover. It provides a reference for the relatedbusinesses. Specific measures includes the establishment of the enterprises culturalidentity, staff competency model, career planning in order to enhance the degree ofOrganizational matching; through objectives management, team management, jobrotation, the establishment of an open communication platform to enhance the degreeof organizational links; through material aspects, spiritual incentives to enhance thedegree of organization sacrifices; through humane care of employees, flexibleworking system, community match links perception to enhance the degree of off-jobembeddedness.