Research On Relationship Between Work-family Facilitation And Intention To Retain From The Perspective Of Job Embeddedness

With the increasing intensive market competition, talents become a core capital ofenterprise. Nowadays, the increasing diversity and flexibility view of job-choosing makesit harder to retain workers. It makes difference to the implementation of policy smoothlyand the long-term development of enterprises that whether engaging the core staff andmaintain the stability of the enterprise internal personnel. Therefore, exploring a variety ofinfluential factors of the intention of employee turnover and keep the retention ofemployees has the practical significance for managers of coporations to solve the issues ofturnover. With the deepening of comprehensive research, scholars have found that, asinconvenient on-job and off-job factors, the relationship of work and famliy hassignificant effect on the intention to stay. Researchers have done a lot of reserch to studythe question of whether the relationship of two areas (facilitation or conflication) cansignificantly influence the intention to stay, in addition, rich research results have beenachieved. However, the discussions of functional mechanism between work-familyfacilitation and rentention to stay have been abesnt. As a construct, job embeddednessexplain the employee turnover in a perspective of on-job and off-job factors and has aninseparable relationship of job and family. Thus, the exploration of the mediating effect ofjob embeddedness can be regarded as a useful addition to the mechanism of work-familyfacilitation with theory significance.On the basis of literatures and theory review of work-family facilitation, jobembeddedness, retention to stay, the article constructs the model and proposes hypothesisof the mediating effect of job embeddedness and moderating effect of work family cultureand affectivity and then data collectde by questionnaires. Through the testing of reliabilityand validity of the scale, structural equation model analysis, and regression analysis, wegot the following result: the two dimensions of work-family facilitation (work-to-familyfacilitation and family-to-work facilitation) have significant positive impact on intentionto retain; community embeddedness and organization embeddedness, as the dimensionsof job embeddedness, have mediating effect on the relation between family-to-workfacilitation,work-to-family facilitation and intention to retain respectively; work family culture has moderating impact on the relationship between work-to-family facilitation andcommunity embeddedness; negative affectivity has moderating effect on the therelationship between family-to-work facilitation and organization embeddedness.Finally, based on the hypothesis verification and model specification, Somemanagement suggestions are put forward: the managers of enterprises should providesupportive resources to staff and pay attention to family resources and demands topromote the level of work-family facilitation. In addition, considering the employee’sindividual affectivity and creating a work family cutural atmosphere is needed to makefamily-frendly policy a lot easier.