Abstract: The frequent flow or even loss of township civil servants in border ethnic areas has become a realistic restriction for the effective implementation of the national border governance strategies. From the questionnaire data of 182 township civil servants in Guangxi border ethnic area, a quantitative study on the effect relationship and retention strategy of civil servants are deeply discussed from the perspective of job embeddedness. The results show that both organization embeddedness and family embeddedness in job embeddedness have significant negative predicting effects on the turnover intention, and organization embeddedness is more obvious, followed by family embeddedness; the prestige and social job values play important negative regulating roles in the relationship between job embeddedness and turnover intention; and family embeddedness, organization embeddedness and job values have three interactions on the turnover intention. To innovate differentiated welfare, “localized” selection mechanism and training content, “family-friendly system” and other retention strategies, and to strengthen their embeddedness, sense of gain and happiness of taking root and serving the towns in border ethnic areas, those effectively reduce the turnover intention of township civil servants in border ethnic areas, to provide talent support for border governance.

Key words: border ethnic areas; borderland governance talents; job embeddedness; turnover intention; job values

Reprinted from Guangxi Economic Journal, 2024,42(03):17-35.