Career adaptability as protagonist on contemporary rural migrant workers’ turnover intention: The mediating effect of organization embeddedness and organizational identification
Affiliations: [a] School of Management, Guizhou University, Guiyang, China
| [b] Department of Management Sciences, GIFT Business School, GIFT University, Gujranwala, Pakistan
| [c] Department of Management Sciences, Bahria University, Lahore, Pakistan
| [d] School of Management Sciences, Ghulam Ishaq Khan Institute of Engineering Sciences and Technology (GIKI), Topi, KPK, Pakistan
| [e] Department of Management Sciences, Lahore Garrison University, Lahore, Pakistan
Correspondence:
[*]
Address for correspondence: Muhammad Umair Javaid, Department of Management Sciences, Lahore Garrison University, Lahore, Pakistan. E-mail: umairjav@yahoo.com.; Tang Meirun, School of Management, Guizhou University, Guiyang, China. E-mail: mrtang@gzu.edu.cn.
Abstract: BACKGROUND:Contemporary migrant workers from rural areas demonstrate high turnover behaviors in China and pose substantial threats to China’s economic growth. OBJECTIVE:This study aimed to explore the causes of this short-term employment from the perspective of individual dispositions in terms of career adaptability. This study investigated organization embeddedness and organizational identification as underpinning mechanisms linking career adaptability to turnover intention. The hypotheses explanations were provided according to the Conservation of Resources theory. METHODS:Survey data were collected from 379 migrant workers from rural areas in the manufacturing sectors of China, and the structural equation modeling technique was used to find the range of outcomes. RESULTS:The empirical results demonstrate that career adaptability does not meaningfully predict turnover intention but is positively and significantly related to organization embeddedness and organizational identification. Organization embeddedness and organizational identification both negatively and significantly predicted turnover intention and also played as a conciliator in the association between career adaptability and turnover intention. CONCLUSION:Our results suggest management and human resource specialists can directly influence the turnover intention of contemporary rural migrant workers via paying attention to these two critical factors, namely, organization embeddedness and organizational identification.
