| Nowadays,it is particularly important to attract and retain media talent when we talk about media integration and transformation of the newspaper industry.However,the traditional media brain drain has always existed,and the phenomenon of media executive turnover has also occurred from time to time,especially the voluntary turnover of employees,which will not only affect the process of media transformation,but also bring many explicit and implicit losses to media organizations.At the same time,it also affects the retained employees of media organizations to a certain extent.Based on this background,this study introduces the job embeddedness theory proposed by scholar Mitchell to study the relationship between the retention factors and turnover intentions of traditional media employees,and attempts to verify the relationship between the departure of colleagues and the two,and proposes that newspaper groups open up a new battlefield for transformation feasibility.Job embeddedness refers to the different degrees of dependence between individuals and organizations.Its connotation includes three dimensions: fit,sacrifice,and links.The closer an individual is to the organization,the easier it is for the individual to “deep into it”,and the more difficult it is for the individual to leave.Most of the current empirical research on Job embeddedness focus on the turnover tendency of employees in the company,but does not study the phenomenon of turnover of traditional media people.Colleagues are one of the important links for internal cooperation and communication among employees.The behaviors of colleagues are “contagious” for employees.When a colleague leaves office,most of the staff unions give a subjective explanation of the incident,and they want to know the real reason for the colleague's departure,which will affect the employees' own thoughts and behaviors to a certain extent.It is of practical significance for traditional media workers that,as witnesses of the phenomenon of media turnover,to explore whether they have active attribution to colleagues' turnover,so as to stimulate or accelerate their thoughts or behaviors that want to "escape" from traditional media.Shenzhen,from “Special Economic Zone” to “Advanced Demonstration Zones”,which is not only a high requirement for Shenzhen,but also a higher requirement for the Shenzhen media.However,due to the impact of the Internet in the digital age,the media forms are becoming more and more diversified.Many traditional media institutions are facing dilemmas such as economic pressures on the market,overcapacity,and brain drain.Shenzhen newspaper industry has always formed its own unique media style due to the platform advantages,resource advantages,and business forms of the “Special Economic Zone”.It is also an earlier group of traditional media organizations in China who are undergoing transformation.The integration and transformation of Shenzhen Newspaper Group to this day,the employee's job embeddedness,turnover intention,Colleague leaving and so on are the problems I want to explore.Therefore,this study will take the employees of Shenzhen Newspaper Group as the research sample,and take the job embeddedness theory as the research theory,and take the attributive employee's attribution of resignation to colleagues as a moderating variable.Interpret the retention employee job embeddedness,to the colleague separation attribution,the separation tendency three relations and the influence,thus build the research model that affects the employee turnover.Based on the degree of embeddedness of employees' work,this paper analyzes the turnover tendency of leaving employees and the "contagious" impact of colleagues turnover on current employees,understand the employment stability of journalists,predict the future brain drain in the media.and provide new ideas for the talent management of Shenzhen newspaper Group.This study was conducted through research methods of participatory observation,in-depth interview,and questionnaire survey.First-hand data and research materials are obtained in the following ways: 1.4 months of participatory observation as an intern in the Interview department of Jingbao,Shenzhen Newspaper Group;2.In-depth interviews were conducted with 13 employees of Shenzhen Newspaper Group,and on this basis the scale of employee's attribution to colleagues' departure was preliminarily developed,and at the same time,5 employees of the Shenzhen newspaper industry are added to make this research more conclusive 3.The questionnaire design was divided into four stages: “preliminary designpreparation testing-revision-formal release".Using job embeddedness scales of Hom and Fan Jingli's turnover intention scales are independent variable and dependent variable scales.Both scales are based on Chinese situation development.Two dimensions were determined by exploratory factor analysis of colleagues' turnover attribution scale through pre-test data,which were newspaper-level attribution and personal-level attribution.The questionnaire was distributed in two ways: offline and online.A total of 236 valid questionnaires were collected during the formal distribution phase.SPSS IBM was used to perform statistical analysis on the data,including reliability analysis,analysis of variance,correlation analysis,and regression analysis,and combined with interview data to deepen the model of turnover infection of leaving employees was deeply discussed.The study found that there is a "contagious" phenomenon of colleagues leaving their jobs,that is,most of the employee unions give a subjective explanation of the resignation incident and understand the true reason for resignation from the resigning colleagues.Although the Shenzhen Newspaper Group has the phenomenon of staff turnover,it still belongs to the normal category of staff mobility.The overall job embeddedness degree of retained employees is higher.Among them,the advertising job position has the highest job embeddedness,and the party newspaper employee has the lowest job embeddedness.The overall turnover tendency of Shenzhen Newspaper Group employees is neutral,among which the turnover tendency of the editorial staff is higher,and there are differences between the Party newspaper and other types of newspaper employees.In the current downturn in the traditional media environment,most of the staff members who stay at newspapers regard salary and benefits and promotion space as the main reasons for colleagues leaving.The study also found that there was a negative correlation between job embeddedness and turnover intention of the retained employees.There was a significant negative impact on the job sacrifices and turnover intentions.The retained employees had negative correlations with colleagues' attribution and job fit,and job sacrifices.There was a positive correlation between the employee's attribution to the departure of colleagues and the intention to leave.Newspaperlevel attribution played a positive regulating role in the job-links and turnover intention of the retained employee.Specifically,the higher the degree of "contagion" to employees who leave their colleagues at the newspaper level,the higher their job connections and the higher their propensity to "flee" the newspaper industry.Based on this,this research proposes a response strategy for the transformation of Shenzhen's newspaper industry from six aspects: top-level design,overall resource planning,persistence and innovation,user value,diversified revenue,and personnel training,and provides a reference for the future development of Shenzhen's newspaper industry. |
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