The Influence Of Supportive Organizational Climate On Employee Turnover Intention:a Cross-Level Research Model

Employee turnover has always been the focus of managers and scholars.This is mainly because,firstly,the global employee turnover rate in all industries generally increases,which will not only cause economic losses,but also may lead to the decline of productivity,low employee morale and other adverse effects;secondly,for the development of the industry,the frequent turnover of employees will undoubtedly become an unstable factor in the whole industry,especially the turnover and job-hopping of the company's top managers or core employees,which will bring certain losses to the economic development of the company and even the whole industry.Scholars have pointed out that,in order to reduce the turnover of employees,it is necessary to understand the reasons that make them leave the enterprise,that is,the reasons for turnover intention.In recent years,many scholars have predicted employees' turnover intention from the individual and organizational levels,but few scholars have truly considered the impact of organizational climate on employees' turnover intention from the perspective of Chinese localization.Therefore,this paper will enrich the research in this field.Supportive organizational climate as a dimension of organizational climate,refers to the company or organization attaches importance to the interests of employees and their contribution,supports them in the work,and gives full consideration to the needs and interests,it makes the support climate stability and sharing.Employees will make corresponding responses according to the perceived degree of organizational support.Therefore,it is worth further exploring whether supportive organizational climate can predict employee turnover intention.Organizational support theory holds that the achievement of organizational goals depends on the generous treatment of employees by employers,and employees who receive organizational support may form more emotional commitment to the organization,they may even overwork,and they are willing to respond flexibly when the organization is in trouble.The key point is that it emphasizes the degree of support and value that the organization attaches to its employees,because this is an important reason for employees to stay in the organization and contribute their own value.Therefore,the supportive organizational climate of the company can provide support for employees and psychologically meet their needs forcareer development.When employees feel the existence of organizational support,they will be willing to embed in the current work in return for hard work to achieve the goals of the company,and thus reduce their turnover intention.In addition,as a human resource management practice system that measures the organization's commitment to employees,the high commitment work system can provide a series of measures such as training,internal promotion opportunities,bonus and so on.Therefore,employees may decide whether to stay or leave according to the implementation level of the high commitment work system within the company.In conclusion,this paper constructs a theoretical framework of supportive organizational climate,turnover intention,job embeddedness and high commitment work system,and applies the method of multilevel regression to test the across influence of supportive organizational climate on employees' turnover intention based on the survey data of 50 companies and 305 employees,so as to find the mechanism.The results suggest that,the supportive organizational climate and employee turnover intention is significantly negative correlation,and job embeddedness between the supportive organizational climate and employees' turnover intention plays cross-level mediating role,high commitment work system between the supportive organizational climate and employees' turnover intention plays cross-level moderating role.Combined with the above research conclusions,this paper believes that the supportive organizational climate can well predict the turnover intention of employees,and the job embeddedness and high commitment work system play the roles of mediation and moderation respectively,This study provides certain management enlightenment for the Human Resource Management,and also provides a new research perspective for the study of turnover model.