Author(s)

Yanjie Hao¹, Guanghui Wang²

¹Faculty of Applied Economics, University of Chinese Academy of Social Sciences, Beijing, China.
²Business and Management School, Jilin University, Changchun, China.

Employee turnover affects the stable development of enterprise. It is not only an urgent problem that leaders need to think about, but also a research topic that management scholars and economists focus on. Turnover intention can well predict the turnover behavior of employee. Therefore, this paper investigates 50 enterprises and 305 employees in China and uses a cross-level regression model to test the mechanism between supportive organizational climate and employee turnover intention based on the organizational support theory. The results show that the supportive organizational climate can significantly reduce employee turnover intention, and job embedding plays a cross-level partial mediating role, and high commitment work system plays a cross-level moderating role between them. The research suggests that in the Chinese context, managers should not only devote themselves to creating a fine organizational climate for employee, but also actively implement high commitment work system to meet the spiritual needs and material needs of employee, thus reducing their turnover intention and promoting the long-term and stable development of the enterprise.

Turnover Intention, Supportive Organizational Climate, Job Embedding, High Commitment Work System

Hao, Y. and Wang, G. (2022) The Effect of Supportive Organizational Climate on Employee Turnover Intention: A Cross-Level Analysis. Journal of Human Resource and Sustainability Studies, 10, 334-355. doi: 10.4236/jhrss.2022.103021.