The Relationship Between New Generation Employees' Attribution Of Colleague Turnover And Their Turnover Intention

The "post-90s" new-generation employees is the main force in the labor market now,but they frequently change jobs,disrupting team cohesion,leaving other members of the team with emotional fluctuations after leaving the company,changing the working attitudes and behaviors of the remaining employees,and easily causing group turnover.Managers need to take effective measures to reduce the rate of active turnover and prevent group turnover based on understanding the internal mechanism of the remaining employees' turnover intention affected by incidents of colleagues turnover.However,there are few studies on colleagues turnover at home and abroad,and the internal mechanism has not been fully revealed.The purpose of this study is to discuss how colleague's turnover affects the turnover intention of the remaining employees,what is the meaning of the relevant information obtained by the remaining employees from the incident of colleagues turnover,and how it will change in different organizational environments.Attribution is how people explain their or others' behavior and how this interpretation affects people's emotions,motivations and behaviors.Different attributions lead to different results.The remaining employees(observers)will actively think about the reasons why colleagues(activists)leave,and not oblivious to the words of the leader.Based on the perspective of attribution theory,this study applies attribution of human resources management to the study of turnover,and takes the "post-90s" new-generation employees as the research object.Based on an empirical analysis of the 313 sample data collected,we study the external attribution and internal attribution of colleagues turnover incidents of the new-generation employees,that is,whether the incumbent attribute the colleague's turnover to the external environment such as organization,leadership,or the employee's own family,physical,work ability,and other reasons,how it affects the remaining employees own job embeddedness and turnover intention.And then analyzing the mediating role of on-the-job embeddedness between the external attribution and internal attribution to colleague's turnover and turnover intention of the remaining employees,and the moderating role of different types of organizational ethical climate.This study also takes the employee's gender,age,education,marital status,unit nature,and age as the controlling factors,highlighting the strength of the explanation of attribution of others in the study of separation.The results show :(1)There is no significant relationship between the internal attributions to colleague's turnover of the remaining employees and their turnover intention,but it can negatively affect their turnover intention by improving their job matching,job connection,and job sacrifice;(2)The external attribution of the remaining employees to colleague's turnover is positively related to their turnover intention,increase turnover intention by reducing their job matching,job connection,job sacrifice,the three dimensions of on-the-job embeddedness play a part of the intermediary role;(3)The caring and regular organizational ethical climate will weaken the negative influence of on-the-job embeddedness on the turnover intention,and the self-interested organizational ethical climate will not have a regulating effect between on-the-job embeddedness and turnover intention,which is inconsistent with the original hypothesis.The possible reasons are: based on the hypothesis of economic people,in a highly self-interested organizational ethical climate,employees weakly embedded in jobs open the exit mechanism early,and employees highly embedded in jobs cherish reluctance to leave,the highly self-interested organizational ethical climate positively regulates the negative effects of the on-the-job embeddedness on the turnover intention.However,in the sample data,the average value of the self-interested organizational ethical climate of the new-generation employees is only 2.684,which is much lower than the caring type and the regular type.They recognize the importance of economic benefits and material orientation,to this extent,the self-interested organizational ethical climate will not produce regulatory effects.The theoretical contributions of this article are:(1)Enriched the connotation of turnover research and new-generation employees research;(2)Deepened the research on the application of attribution theory to human resource management;(3)Validated the correlation between external attribution and internal attribution to colleague's turnover,various dimensions of the on-the-job embeddedness,various types of organizational ethical climate and the new-generation employees' turnover intention,while identifing the on-the-job embeddedness as a mediation variable and the organizational ethical climate as a moderating variable,and carried out research on the path of mediation and regulation mechanism.The practical contribution lies in making relevant recommendations for human resources management,suchas paying attention to the characteristics of the "post-90s" generation of employees;guiding reasonable attributions to turnover,announcing the reasons for employee turnover when necessary and conducting internal attribution training;avoiding turnover resonance within the organization;creating a good organizational ethical climate.Finally,we put forward the prospect of future research directions at the end of the article.