Research on the turnover tendency of scientific and technological talents based on the theory of job embeddedness|RISS 상세보기

다국어 초록 (Multilingual Abstract)

Abstract
Research on the Turnover Tendency of Scientific and Technological Talents Based on the Theory of Job Embeddedness
Zhu Jiayi
Supervised by Prof. Yang Yi
Human Resource Management Major
Dept. of Global Business & Entrepreneurship
Graduate School of Gachon University
Technology is the primary productive force, and talent is the primary driving force. Having a team of scientific and technological talents with strong innovation ability and high comprehensive quality is the basic prerequisite for achieving innovation-driven development. The scale and stability of the gathering of scientific and technological talents are directly related to the core competitiveness of each unit and the sustainable development of scientific and technological undertakings. However, judging from the existing literature and survey data on turnover, the phenomenon of turnover of scientific and technological talents is relatively common and most of them are unfavorable to the unit. How to stabilize the team of scientific and technological talents has become a focus of close attention of various organizations. Turnover intention is the best predictor of turnover behavior. The study of turnover intention has important feed forward control significance and can play a precautionary role in turnover management. This paper conducts research on the turnover tendency of scientific and technological talents, which has important theoretical and practical significance for understanding the reasons for the formation of turnover tendency and strengthening the management of scientific and technological talents.
This article comprehensively uses human resource management psychology related theories and literature research methods, questionnaire survey methods, correlation analysis methods, and multiple regression analysis methods to analyze the formation mechanism of the turnover tendency of scientific and technological talents, and seek management strategies to maintain the stability of the scientific and technological talent team. The main results of the thesis are as follows: First, a model of the formation mechanism of turnover intention is constructed. Based on the inductive analysis of the factors forming turnover tendency, a multi-path mechanism model of "job embedding", "team embedding", "platform embedding", "task embedding", "decision participation" and "leaving tendency" is constructed. It has been verified that the model can effectively explain the 62.3% of the reasons for the change of "turnover tendency".
The main innovations of this article: In terms of research perspective, it conducts investigations and researches on the current blank field of the research on turnover intention—the issue of turnover intention of scientific and technological talents, and provides a case of scientific and technological talents for the study of turnover intention. In terms of model construction, the multi-path model of the formation mechanism of turnover intention was constructed and verified. According to the characteristics of scientific and technological talents, the influence of five factors including job embedding, team embedding, project embedding, decision participation, and platform embedding on the turnover intention of scientific and technological talents was selected; It reveals the multi-path influence mechanism of job embedded variables on turnover intention, further enriches the research on turnover intention related theories, more comprehensively and accurately explains the reasons for the formation of turnover intention of scientific and technological talents, and provides scientific theoretical support for the prevention and management of turnover intention.

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목차 (Table of Contents)

Contents
I. Introduction 1
1.1 Background of the subject 1
1.2 Research content and research methods 4
1.2.1 Research contents 4

Contents
I. Introduction 1
1.1 Background of the subject 1
1.2 Research content and research methods 4
1.2.1 Research contents 4
1.2.2 Research methods 5
1.3 Research innovation and deficiencies 7
1.3.1 Research and innovation 7
1.3.2 Research difficulties and deficiencies 8
1.4 Structural arrangement 9
Ⅱ. Literature review and theoretical review 12
2.1 Review of scientific and technological talents 12
2.1.1 Definition of scientific and technological talents 12
2.1.2 Characteristics of scientific and technological talents 18
2.1.3 Classification of talent flow 21
2.1.4 Characteristics of the flow of scientific and technological talents 24
2.2 Review of the "Embedded theory" research 27
2.3 Review of work-embedded theoretical research 31
2.3.1 The meaning of the work embedding 31
2.3.2 Content of the work embedded 32
2.3.3 Measurement of the work embedding 37
2.3.4 Current status of research 38
2.4 Team commitment to the literature research review 41
2.4.1 Team-related theory 41
2.4.2 Concept and structure of team commitment 44
2.5 Review of project embedding literature research 51
2.5.1 The Meaning of the Project 51
2.5.2 Connotation of the project embedding 52
2.6 Review of platform-embedded literature research 54
2.6.1 The concept of platform embedding 54
2.6.2 Measurement of the platform embedding 54
2.7 Review of the decision engagement research 55
2.8 Review of departure tendency literature research 59
2.8.1 Definition of the tendency to leave office 59
2.8.2 Impact factors of departure tendency 60
2.8.3 Classification of departure tendency 62
2.8.4 Pre-dependent variables of departure tendency 64
2.8.5 Main model of departure tendency studies 65
2.8.6 Typical model of departure tendency 68
Ⅲ. Research design 73
3.1 Selection of factors affecting the tendency to leave 73
3.1.1 Team commitment 73
3.1.2 Working embedding 74
3.1.3 Project embedding 75
3.1.4 Platform embedding 76
3.1.5 Decision-making engagement 77
3.2 Scale design 79
3.2.1 Sample selection 79
3.2.2 Scale design 79
3.3 Structural dimensions of factors prone to leave 85
3.3.1 Team commitment 85
3.3.2 Working embedding 86
3.3.3 Platform embedding 87
3.4 Research hypothesis 88
3.4.1 Team commitment to departure tendencies 88
3.4.2 Relationship between job embedding and departure tendency 90
3.4.3 Relationship between project embedding and departure tendency 93
3.4.4 Relationship between platform embedding and departure tendency 94
3.4.5 Decision engagement and departure tendency 95
Ⅳ. Empirical study results and analysis 97
4.1 Reliability analysis 97
4.2 Analysis of validity 99
4.3 Validation factor analysis 106
4.4 Descriptive analysis 108
4.5 Correlation analysis 110
4.6 Regression analysis of the factors affecting the departure tendency 113
4.6.1 Regression analysis of work embedding and departure tendency 113
4.6.2 Regression analysis of team commitment and departure tendency 117
4.6.3 Overall model regression analysis 119
Ⅴ. Epilogue 122
5.1 Research conclusion 122
5.2 Research contribution 123
5.3 Insufficient research and outlook 123
References 126

참고문헌 (Reference)

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