The Effect of Supportive Organizational Climate on Employee Turnover Intention: A Cross-Level Analysis

Abstract

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.

The Effect of Job Stress and Organizational Climate on Turnover Intention With Job Satisfaction as a Mediation Variable

“…The better the level of organizational climate a company has, the lower the turnover rate in a company will be. In line with this, research conducted by Hao & Wang (2022) found that based on regression results, a supportive organizational climate had a significant negative effect on employee turnover intentions. It also shows that when companies create a supportive type of organizational climate for employees, this can significantly reduce the idea of employees wanting to leave the company.…”