Study On The Influence Of Difference Sequence And Job Embedding On The Employee Turnover Intention

Human resources are the most valuable resources of an enterprise,and they are the key factors for an enterprise to enhance its competitiveness and gain a competitive advantage.With the continued deepening of economic globalization,the Chinese economy has entered the "new normal" and the arrival of the era of the sharing economy,the Internet,and the "gig economy".Employee mobility is higher and corporate human resources management is facing new challenges.In the context of the new era,how to make employees “root” in the organization or follow the organization persistently,and ultimately bring high performance and competitive advantages to the enterprise,is not only a practical problem faced by each enterprise,but also an important theoretical issue that the academic community is concerned about.Agricultural enterprises are inferior to other industries in terms of development prospects and compensation,and have a large number of personnel.Their production and operating environment,internal management of the organization,and the psychological characteristics of the employee group also have certain characteristics.It deserves attention.The job embedding theory is the mainstream theory to study the turnover tendency of employees.It objectively describes the inertia and resistance that make individuals embed in the organization.The employees with high job embeddedness not only stay in the organization for a long time,but also increase work performance and organizational citizenship.Organizational commitment is the affirmative attitude and psychological tendency formed by employees and organizations on the basis of lasting social exchanges.It reflects the degree of employee dependence on the organization and greatly affects employee behavior.Therefore,exploring the impact of job embedding on employee turnover intentions and the role that organizational commitment plays in it can greatly help reduce employee turnover intentions.The atmosphere of poor order exists widely in Chinese organizations,especially in agricultural enterprises,and the atmosphere of bad order is strong.This paper introduces the organizational context variable of differential order atmosphere into the research framework of job embedding,organizational commitment,and employee turnover intention,and establishes a cross-level model with differential order atmosphere as the moderating variableand organizational commitment as the mediating variable.A questionnaire survey was conducted for the research subjects.The statistical software SPSS22.0 and HLM6.08 were used to conduct empirical tests through cross-level analysis.Both theoretical models and data processing methods were innovative,which had certain theoretical contributions and practical value.Studies have shown that : at the individual level,the three dimensions of job embedding-job connection,job matching,and job sacrifice have a significant negative impact on employee turnover intentions;organizational commitment plays a part of the mediating role between job embedding and turnover intentions,That is,a high level of job embedding reduces employee turnover tendencies by enhancing organizational commitment.At the organizational level,the difference order atmosphere has a negative cross-layer adjustment effect in the relationship between job matching and employee turnover intentions;the difference order atmosphere has a positive cross-layer adjustment effect in the relationship between job connection and employee organizational commitment.