IMPACT OF HIGH-COMMITMENT HUMAN RESOURCE MANAGEMENT ON THE TURNOVER INTENTION OF TEACHERS IN CHINESE PRIVATE UNIVERSITIES– MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT AND MODERATING EFFECT OF JOB EMBEDDEDNESS: THE CASE OF JIANGXI PROVINCE, CHINA

Abstract

As a powerful supplement to higher education, private higher education has been an important part of China's higher education field, which promoted the diversified development of higher education in China and realized the rational allocation of educational resources. However, there are still many human resource management problems of professional teachers in private universities. For example, the participation of professional teachers in the decision-making of teaching management is very low, and their teaching needs and requirements are often lack of attention and satisfaction. At the same time, their teaching tasks are arduous, and most of their income comes from rewards for excess class hours. Private universities have not provided support for the promotion of professional teachers' professional titles and continuing education, which has led to serious professional development bottlenecks for professional teachers. The above-mentioned problems inevitably lead to the high turnover rate of outstanding teachers, which is not conducive to the long-term and healthy development of private higher education. Therefore, this research introduces organizational commitment and job embeddedness as mediating variables and moderating variables, based on the Social Exchange theory, Theory of Reasoned Action, and Social Embeddedness Theory, to explore the impact of high-commitment human resource management on the turnover intention of private colleges and universities and its transmission mechanism .

A questionnaire survey is conducted by using the Questionnaire Star online survey tool to collect research data from the target survey subjects. The sample data comes from professional teachers from 33 private universities in Jiangxi Province, China. Firstly, this study conducts multivariate positiveness test, common method deviation test, followed by factor analysis, reliability test, CFA, validity test, and uses AMOS 24.0 software to test the direct effect hypothesis and mediating effect hypothesis, uses SmartPLS3.0 to verify the moderating hypothesis of job embeddedness.

The empirical result shown that, in the direct effect test, selection and allocation, participation, and performance management of high-commitment human resource management have a significant negative impact on professional teachers’ turnover intention, while the incentive mechanism, occupational safety, and strategic-based human resource planning dimensions have no significant negative impact; in the mediating effect test, emotional commitment, normative commitment, economic commitment, and opportunity commitment have significant mediating effects in the impact of high-commitment human resource management on the turnover intention of professional teachers in private universities, while the mediating effect of ideal commitment is not significant; in the moderating effect test, fit to organization, organization-related sacrifice, fit to family, family-related moderate the negative impact of high-commitment human resource management on the turnover intention of professional teachers, while the moderating effect of link to organization ,link to family are not significant.

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