Thèses : « And intention to job turnover »

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Sardão, Carolina de Pinho Soares. « Turnover intention em auditores ». Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21006.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais
A intenção de saída (ou Turnover Intention - TI) é um fenómeno de grande relevância na gestão de recursos humanos, em particular, sentido nas firmas de auditoria que são marcadas pela existência de um elevado nível de rotação do seu staff. Desta forma, a identificação dos fatores indutores do TI torna-se um elemento fulcral no desenvolvimento de políticas ao nível do capital humano dessas empresas. O presente estudo analisa o efeito de cinco fatores (stress, suporte organizacional percecionado, sistema de incentivos, performance no trabalho e importância do cliente auditado) na TI dos colaboradores das firmas de auditoria portuguesas. Neste trabalho utilizámos o método PLS-SEM a uma amostra constituída por 83 individuos, cujos dados foram recolhidos através de um inquérito por questionário. Os resultados mostram que existe um efeito positivo do suporte organizacional na satisfação no trabalho e negativo da performance e satisfação no trabalho na TI. No entanto, os resultados sugerem uma relação negativa entre o stress e a satisfação no trabalho. Verificámos que o mesmo acontece dada a natureza jovem e pouco experiente da amostra, pelo que tarefas que induzem stress não são drivers de intenção de saída, mas sim oportunidades desafiantes e de crescimento para o jovem auditor. Concluímos também que não existem relações significativas entre a importância do cliente e satisfação no trabalho e TI.
Turnover intention (TI) is a phenomenon of great relevance in the management of human resources. Audit firms are marked by the existence of a high level of rotation of their staff. Thus, the identification of the factors that induce TI becomes a central element in the development of policies regarding the human capital of these companies. The present study analyzes the effect of five factors (stress, perceived organizational support, incentive system, job performance and client importance) on TI of employees of Portuguese audit firms. In this dissertation, we used the PLS-SEM method to a sample consisting of 83 individuals, whose data were collected through a questionnaire survey. The results show that there is a positive effect of organizational support on job satisfaction and a negative effect of performance and job satisfaction on TI. However, the results suggest a negative relationship between stress and job satisfaction. We found that the this happens due to the young and inexperienced nature of the sample. Therefore, tasks that induce stress are not drivers of intention to leave but challenging and growth opportunities for the young auditor. We also concluded that there are no significant relationships between client importance on job satisfaction and TI.
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Edwards-Dandridge, Yolanda. « Work Engagement, Job Satisfaction, and Nurse Turnover Intention ». Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427121.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen’s theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R² = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual’s intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Edwards-Dandridge, Yolanda Marie. « Work Engagement, Job Satisfaction, and Nurse Turnover Intention ». ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6323.

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In the United States, the high turnover rate of registered nurses and indications of a future shortage of registered nurses is detrimental to healthcare organizations. The purpose of this correlational study was to examine whether, in hospitals, work engagement and job satisfaction predicted registered nurse turnover intention. The theoretical framework was Fishbein and Ajzen's theory of reasoned action. Probability sampling was used to identify 155 participants, all full-time registered nurses with 2 or more years of employment in New York hospitals. Data, obtained from surveys, were analyzed via multiple linear regression. The results revealed that only job satisfaction predicted turnover intention among the nurses sampled, (F (5,154) = 12.008, p <.001. R2 = .287. The results indicated that low work engagement is not necessarily an indication of job dissatisfaction or of an individual's intention to leave a job. Leaders of healthcare organizations might lower nurse turnover intention by focusing on improving job satisfaction. Specifically, by addressing the issues identified from regular job satisfaction surveys, and by a greater emphasis on creating a satisfying workplace, overall job satisfaction might be increased. The potential increased stability of the registered nurse workforce and the potential cost savings resulting from lower turnover could contribute to positive social change by improving the delivery of health services and by enhancing the healthcare experiences of patients, their families, and the surrounding communities.

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Abate, Jason J. « Relationship between Generational Identity, Burnout, Job Satisfaction, Job Tenure, and Turnover Intention ». ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3131.

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High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention ï?¨ï?¢ = 0.297) and between job satisfaction and turnover intention (ï?¢ = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.

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Liu, Yufan. « Investigating turnover intention among emergency communication specialists ». [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001357.

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Vogelzang, Ciska (Francisca Monica). « The complexity of absenteeism and turnover intention : Direct, mediation and moderation effects ». The University of Waikato, 2008. http://hdl.handle.net/10289/2428.

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Absenteeism and turnover in the workplace are complex phenomena that have implications for organisations and individuals alike. This study investigated the relationships of attitudinal factors with absenteeism and turnover intentions at a large healthcare organisation in the Bay of Plenty. A questionnaire completed by 407 employees had several measures such as job involvement, job satisfaction, organisational commitment (affective and continuance commitment), perceived organisational support, perceived supervisor support, work-to-family conflict, family-to-work conflict, team cohesion, regional identification and turnover intention. Absenteeism data were collected from personnel records. The results indicated a probable association of job satisfaction, work-to-family conflict and perceived supervisor support with absenteeism, while turnover intention was associated with all predictors except continuance commitment. Perceived organisational support partially mediated the relationship between perceived supervisor support and turnover intention. No moderator effects were found for job involvement, perceived supervisor support and team cohesion on relationships between work-to-family conflict and affective commitment/job satisfaction and perceived organisational support and affective commitment respectively, however strong main effects were shown for job involvement and team cohesion. The main finding is that organisations must understand how organisational and supervisor support increases job satisfaction and affective commitment and decreases work-to-family conflict, which lowers absenteeism and turnover intention. The detection of high levels of regional identification indicate the need to acknowledge this construct, particularly in relation to turnover intention.

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Calecas, Kristina J. « Job Satisfaction, Employee Engagement, and Turnover Intention in Federal Employment ». ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6978.

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The U.S. Federal Government had a turnover of more than 3.6 billion employees in 2018. The purpose of this secondary data analysis was to use data drawn from the Federal Employee Viewpoint Survey to determine if there were a statistically significant relationship between job satisfaction, employee engagement, and turnover intention among U.S. Federal Government employees. The population for this study consisted of 598,003 individuals surveyed in 2018. The multiple linear regression results revealed a statistically significant relationship between job satisfaction, employee engagement, and turnover intention, F(2, 563,432) = 33,273, p <.001, R² = .106. Herzberg’s motivationhygiene theory and Adams’s equity theory were used as frameworks for this study. The study can be extended to more specific branches of the U.S. Federal Government. The study could impact social change by allowing human resource managers to change strategies related to retention to decrease turnover and retain knowledge in the U.S. Federal Government. Retention efforts could be translated to other industries to create long-term employment and increase overall employee job satisfaction.

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Davidsson, Joakim. « Improving job retention in the Call center context : Exploring important factors that induce employee’s turnover intentions and how to decrease it ». Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-137372.

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Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.

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Jackson, Anita Estell. « The Impact of Human Resources on Nurses' Turnover Intention ». ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7932.

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Nurse retention is of great concern to healthcare organizations including hospitals. With so many countries reporting a shortage in nursing personnel, healthcare organizations are now seeking ways to reduce this shortage. It is known that job satisfaction and turnover intention impact nurses' continued employment. However, the role of human resources (HR) impact on nurses' job satisfaction and turnover intention is unknown. The theoretical basis of this study came from the work of Bowen and Ostroff who argued the strength of HRM system regulates employee perceptions and outcomes within an organization. Therefore, the purpose of this study was to evaluate the impact HR service quality had on registered nurses' turnover intentions mediated by job satisfaction and moderated by gender, in a hospital setting within the state of Maryland. Data was collected from 83 registered nurses licensed in Maryland. A multiple regression analysis of data collected from HR service quality measures of responsiveness, reliability, and empathy in addition to gender, job satisfaction, and turnover intention revealed statistically nonsignificant results involving nurses' perceptions of HR service quality predicting turnover intention. Job satisfaction failed to mediate the relationship between HR service quality indicators and turnover intention, and gender failed to moderate the relationship between HR service quality indicators and turnover intention. Although the research revealed statistically nonsignificant findings, it adds to the body of literature regarding the topic of HR service quality. This study has social change implications by informing healthcare organizations about the significant role of HR service quality indicators and its impact on nursing job satisfaction and turnover intention.

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Masindi, Thiathu. « The influence of job satisfaction and organisational commitment on turnover intention ». Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1005.

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Dissertation submitted in partial fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business and Management Sciences at the Cape Peninsula University of Technology
The study identified elements of job satisfaction and organisational commitment and examines their influence on employees’ turnover intentions: to understand elements influencing turnover and the extent to which they correlate with job satisfaction and organisational commitment. This examination was done quantitatively using an online survey method to administer 247 likert scale questionnaires to randomly selected respondents. An impressive 107 responses representing 42.97% were received and analysed. The findings showed that positive relationship exists between job satisfaction and organisational commitment as well as the negative influence they have on turnover intention. The positive relationship suggests that increased level of job satisfaction (employee and supervisor relationship) and organisational commitment (affective commitment) leads to the reduction in turnover intention and vice versa. The study concludes that job satisfaction and organisational commitment indeed have an influence on employee turnover intention. While all elements have potential influence, the influence between (supervisor and affective commitment) is found to be stronger than other elements. It is understood that the two elements (supervisor and affective commitment) have higher propensity to influence employee turnover intention as found.

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Reukauf, Jane Ann. « The Correlation Between Job Satisfaction and Turnover Intention in Small Business ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4322.

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Employee turnover has been responsible for the failure of many small businesses in the United States. Business leaders do not always understand the reasons employees choose to leave an organization. This correlational study, grounded in Herzberg's 2-factor theory, examined the relationship between intrinsic employee job satisfaction, extrinsic employee job satisfaction, and employee turnover intention among employees in small businesses. Participants included 129 employees of a small business in Western New York. The Minnesota Satisfaction Questionnaire and Turnover Intention Survey were used to collect the data. The multiple regression analysis significantly predicted extrinsic employee turnover intentions, F(3, 103) = 25.687, p = .001, R2 = .428, and while extrinsic motivation was a predictor, intrinsic motivation was not. Recommendations for future research include focus on specific extrinsic and intrinsic categories in additional contexts. Implications for social change include small business owners understanding the motivation behind employee turnover, which may result in reduced costs to the company, keeping experienced employees, reduced errors made by inexperienced new hires, and increased productivity because there is not a learning curve for tenured employees.

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Osowski, Cynthia Davis. « Relationship Between Job Embeddedness and Turnover Intention of High School Math Teachers ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6087.

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Teacher turnover has been a problem in U.S. public schools, especially among math teachers, and is more prevalent in schools that have a majority of students from low-income families. Teacher turnover has been shown to have a negative effect on student performance. The purpose of this quantitative, nonexperimental study was to investigate on-the job and off-the job embeddedness and its dimensions of links, fit, and sacrifice to determine effects on math teacher turnover intention. The theory of job embeddedness provided the framework for the study. Data were collected from 152 high school math teachers from 17 counties in a western U.S. state using the Job Embeddedness Questionnaire and a demographic survey. Findings from multiple linear regression analysis indicated statistically significant relationships between turnover intention and the sacrifice/job (on-the-job embeddedness) and turnover intention and links/community (off-the-job embeddedness). Findings may be used by administrators and policymakers to develop programs geared toward promoting math teacher retention

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Bebe, Imelda A. « Employee Turnover Intention in the U.S. Fast Food Industry ». ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2065.

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Employee turnover in the U.S. fast food industry has been high, averaging rate 150% per annum. The purpose of the correlational design study was to examine the relationships between job satisfaction factors, job dissatisfaction factors, and employee turnover intentions among fast food employees to determine whether a statistically significant relationship exists between these variables. The population for the study consisted of 144 fast food restaurant employees working in the East Coast in the United States. The theoretical framework was Herzberg's 2-factor motivation-hygiene needs theory, which describes job satisfaction factors and job dissatisfaction factors. Internet survey data of 144 participants were analyzed using Pearson-product correlation coefficients and multiple linear regressions analysis. The study findings revealed statistically significant relationships between job satisfaction factors and employee turnover intentions (p < .01), and job dissatisfaction factors and employee turnover intentions (p < .01). Among the job satisfaction factors, responsibility had a stronger relationship with employee turnover intentions (-.52) compared with other factors. Under job dissatisfaction factors, company policy had a stronger relationship with employee turnover intentions (-.52) compared with other factors. In addition, criterion variance of employee turnover intentions associated with combined job satisfaction factors was stronger (35%) than were the combined job dissatisfaction factors (31%). The study findings are designed to inform fast food restaurant managers in taking actions to reduce employee turnover, resulting in improved business financial sustainability and long-term growth.

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Bhatta, Sabitri. « Understanding the Intention to Leave the Job among U. S. Home Health Aides ». Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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Lee, Toccara Jeneshia. « Relationship Between Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, and Turnover Intentions Among Internal Auditors ». ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3354.

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In the auditing profession, many business owners are unable to retain auditing staff. The cost to replace an auditor can cost a company as much as 150% of the auditors' annual salary. Perpetuating this problem is that some auditing business owners do not know the relationship between internal auditors' intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Grounded in Herzberg's 2- factor theory, the purpose of this correlational study was to examine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, and auditors' turnover intention. Participants included 96 members of the Central Florida Institute of Internal Auditors. Data were collected using the Minnesota Satisfaction Questionnaire and the Michigan Organizational Assessment Questionnaire. Results of the multiple regression analysis indicated the model as a whole was able to significantly predict auditors' turnover intentions, F(2, 93) = 47.635, p < .001, R2 = .506. Extrinsic job satisfaction was the only significant predictor (t = -6.515, p < .001). Implications for social change include the potential for leaders to better understand predictors of involuntary turnover and the potential to save money on recruitment and training. Business owners may become more profitable through better employee retention strategies; these findings may also add to the body of knowledge for stable employment opportunities. Business owners can develop strategies to enhance the level of intrinsic and extrinsic job satisfaction of internal auditors. Job satisfaction of internal auditors is essential and a fundamental determinant of growth, service, and quality within an organization.

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Al-Tokhais, Abdulelah. « The relationship between communication effectiveness and multicultural employees’ job outcomes ». Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent1479431745750957.

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Park, Kathleen A. « Relationships between Job Satisfaction, Work Engagement, and Turnover Intention of Health Science Teachers ». Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1404567/.

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The purpose of this research was to investigate the relationships between job satisfaction, work engagement, and turnover intention of health science teachers in the state of Texas. The healthcare profession is one of the largest growing occupations in the U.S. nationwide. The job growth outlook for healthcare professionals is projected to be on average 34% between 2014 and 2024. Despite the growing healthcare job categories, there is a shortage of healthcare professionals in the U.S. This study addressed the shortage of health science teachers in secondary education. Considering the importance of healthcare, especially with an aging U.S. population, it is critical to study the impact of work engagement and job satisfaction on teacher intent to leave the health science teaching profession. Through a correlational survey research design it was found that job satisfaction and work engagement are negatively related to turnover intention. Hierarchical regression analysis indicated that job satisfaction accounted for 39.6% of the variation in turnover intention. Findings also showed that work engagement did not moderate the relationship between job satisfaction and turnover intention. Implications for research and practice are discussed and conclusions are provided.

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Schmith, David A. « The Relationship Between Leadership Style, Job Satisfaction, and Turnover Intentions Among Junior Executives ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6765.

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Businesses that can retain junior executives as part of a succession plan are likely to outperform companies that struggle to fill senior executive positions. The purpose of this correlational study was to create a focus for organizations facing competition for candidates to fill critical vacancies as a generation of senior executives retire. The study population consisted of junior executives working in the United States energy industry. This study was grounded in Burns' transformational leadership theory, which holds that leaders can increase the motivation, morale, and performance of followers to enhance their leadership to work toward organizational goals. The study research question examined the relationship between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Data were collected using an online survey (N = 492) and analyzed using correlational analysis. Multiple linear regression results showed a statistically significant negative correlation between junior executives' perceptions of senior executives' transformational leadership styles, junior executives' job satisfaction, and junior executives' turnover intentions. Business leaders might benefit from considering the concepts identified to implement strategies designed to retain skilled and experienced junior executives to maintain continuity and momentum of strategic efforts. Application of the findings of this study may lead to increased stability for employees and reduced turnover costs for businesses resulting in positive social change for individuals, organizations, and communities.

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Vetting, Tom-Stian. « Job insecurity, turnover intention and psychological distress : The mediating effect of job satisfaction and trust in management ». Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40682.

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Research has produced compelling evidence that quantitative job insecurity is associated with negative consequences, and also suggests that short-term attitudinal reactions mediate the relationship between job insecurity and long-term reactions. The aim of this study was to investigate if both quantitative and qualitative job insecurity are related to short-term (job satisfaction and trust in management) and long-term (turnover intention and psychological distress) reactions, and if the short-term reactions mediate the relationships between the two dimensions of job insecurity and the long-term reactions. Survey data from 549 Swedish white-collar workers show that both types of job insecurity were related to all outcomes. While trust in management only had a small mediating effect in the relationship between quantitative job insecurity and turnover intention, job satisfaction was an important mediator between both types of job insecurity and long-term outcomes.

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Zeng, Yu-Ci, et 曾鈺琪. « Job stress, job satisfaction, and turnover intention for traditional industry ». Thesis, 2019. http://ndltd.ncl.edu.tw/handle/fne3fr.

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碩士
國立彰化師範大學
企業管理學系
107
Job stress, job satisfaction, and turnover intention for traditional industry Student：Yu-Ci Zeng Advisor：Dr. Ming- Hsiang Hang Master Program in Marketing and Logistics Management, Department of Business Administration, National Changhua University of Education ABSTRACT Taiwan's industrial structure is dominated by traditional industries, traditional industries are facing many problems, the most important human resources problems persist. The past research related to work pressure, job satisfaction on the intention of separation focused on high-tech industries and other high-pressure industries, little has three found focus on traditional industries. Therefore, this study aims at the traditional industry staff as the main research object, to find out the impact of job stress and job satisfaction on the turnover. A random questionnaire was used to collect 196 questionnaires for traditional industry personnel in the middle of Taiwan, and data analysis is using SPSS and AMOS Software. The research results show that the job stress has the negative influence to the job satisfaction, the job satisfaction has the negative influence to the turnover, then the job stress will affect the turnover through the job satisfaction. Key words: Traditional industry, Job stress, Job satisfaction, Turnover.

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Jeng, Jia-Shyang, et 鄭嘉翔. « The Relations Among Job Search Behavior, Job Satisfaction and intention of turnover ». Thesis, 1999. http://ndltd.ncl.edu.tw/handle/75128630607212657399.

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碩士
國立交通大學
工業工程與管理系
87
Because of the high turnover rate of IC industry in Taiwan, the industries is now facing the problem of insufficiency of labors and have to increase the cost of recruiting. Besides, turnover also impact on the production and the cost of training. The purpose of this study was to realize the relationship among job search behavior, job satisfaction and intention of turnover. If we can recruit appropriate labors and improve job situation, maybe we can lower the turnover rate. This study adopted the method of questionnaire survey to collect data about job search behavior, job satisfaction and intention of turnover. In job search behavior, we measured the type and number of information source and job search intensity, and jon satisfaction measured internal satisfaction and external satisfaction. The questionnaire aimed at direct labor working in Hsinchu Industrial Park, We sent out 272 questionnaires and got 200 ones back. The job search intensity was correlated with job satisfaction and intention of turnover. Job satisfaction was correlated to intention of turnover. And by using stepwise regression, the primary predictive factors of intention of turnover are external satisfactions, age, job search intensity, and eduaction.

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Fang, Zhi-ren, et 方致仁. « THE IMPACTS OF PERSONALITY, JOB STRESS AND JOB SATISFACTION ON TURNOVER INTENTION ». Thesis, 2016. http://ndltd.ncl.edu.tw/handle/49456558835706283116.

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碩士
大同大學
事業經營學系(所)
104
From ancient times to the present, talent in the fierce competition in the business environment, it seems, really represents a power, because talent symbol is the competitiveness of enterprises, because enterprises have the amount of talents will affect the ability to compete with others, and in a changing environment continued survival, and because an employee may because of various factors and elsewhere, possibly making makes the enterprise will have unexpected losses. So retain talent, enterprises can not only have a strong competitiveness, but also to enhance the overall organizational performance and value. Taking into account the employees have their personality traits, and in the past, the study of the relationship between personality traits, job stress and job satisfaction of the three parties on the impact of turnover intention. Therefore, this study to satisfy the personality traits, job stress, and work as an independent variable to explore the influence on turnover intention, to understand how to reduce the turnover intention of members of the organization, then due to personality traits have a variety of classification definition. So he decided to development a long stable of big five personality traits, in order to understand the personality traits on job stress, job satisfaction and turnover tendency of the relationship between the three variables have an impact on whether. In this study, “Cheers” magazine published in 2016, “the new generation of most enterprise” workers as the object of investigation, after deduction of non recycling and invalid questionnaires, the final recovery of a total of 213 valid questionnaires. Then, this study uses structural equation model (equation modeling structural, SEM) to carry out data analysis and verification. It was found that personality traits were not only related to job stress, but also had positive effect on job stress, and job stress had positive correlation with turnover intention.

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Cho, Hsiao-Lin, et 卓筱琳. « The relationship among job performance, job satisfaction, job involvement and turnover intention of the clerks ». Thesis, 2008. http://ndltd.ncl.edu.tw/handle/54kkpk.

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碩士
國立中央大學
人力資源管理研究所
96
The biggest goal of an organization is to increase the company’s performance in order to gain the biggest profit in today’s drastic business environment. An enterprise operates on the basis of the following two foundations: 1. Employees should have enough ability to create profit for the company. 2. The organization should put the employees in the right place, and assure that everyone is qualified for his/her job. There are many selection tools at the present, especially the personality test. The America Management Association (AMA) indicates in 1998, over 28% of companies used personality tests to recruit the employees. Compared with 1997, the ratio has increased significantly. In the meantime, big enterprises often use this tool more than small firms. About 54% of big companies use ten hundred million to exploit this selection tool, and 39% of small enterprises invest one to five hundred million in it (Gatewood & Field, 2001). This research mainly discusses the relationship among the selection tools, job performance, job satisfaction and turnover rate of clerks. It chooses “Big Five Scales” and “Locus of Control Scales” to analyze. The employees’ job performance includes “Task Performance” and “Contextual Performance”. The research sample totaled one hundred and sixty-four people. Besides, the research also extends the relationship among job performance, job satisfaction, job involvement and turnover intention of the clerks. The research outcome is presented as follows: 1.The more the level of extroversion, the higher the level of job satisfaction. 2.The more the level of conscientiousness, the higher the level of job involvement. 3.The more the level of locus of control, the higher the level of job satisfaction and the lower the level of turnover rate. 4.The more the level of job involvement and job satisfaction, the lower the level of turnover rate. In view of cost saving and the efficiency of the selection tools, this research suggests that company should adopt “Extroversion Scales”, “Conscientiousness Scales”, and “Locus of control Scales” in “Big Five Scales” as selection tools. At the same time, the company should use some policy means to increase employees’ job involvement and job satisfaction. Therefore it can decrease the turnover rate successfully. Key word：Big Five, Locus of control, Job satisfaction, Job involvement, Job performance, Turnover rate, SEM, LISRAL

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TU, KUO-LIANG, et 涂國樑. « The Relationship among Job Involvement, Job Satisfaction and Turnover Intention to Logistics Operators ». Thesis, 2016. http://ndltd.ncl.edu.tw/handle/yfp3us.

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碩士
嶺東科技大學
高階主管企管碩士在職專班
104
The personnel of the modern military organizations in most countries are composed of both active duty officers and civil servants. The purpose of recruitment for civil servants is to utilize their expertise and help attaining military goals. Therefore, based on relevant theories in the area of organizational behavior, this study aims to explore the factors that influence logistics operators’ job involvement, job satisfaction and turnover intention. The empirical results in this study are shown as follows: 1. The perception of job involvement is significant positive impact on job satisfaction, and significant negative impact on turnover intention. 2. The higher job satisfaction the lower turnover intention. Finally, based on results this study provides suggestions for the military organizations. Implications for academics and practitioners are also discussed in detail.

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Chen, Hsi-Fu, et 陳錫甫. « The Study of The Relationship among Job Performance, Job Satisfaction and Turnover Intention ». Thesis, 2017. http://ndltd.ncl.edu.tw/handle/g78266.

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碩士
國立雲林科技大學
企業管理系
105
The purpose of this study is to explore the relationship between job performance, job satisfaction and turnover intention. There is considerable previous research on the relationship between job performance, job satisfaction and turnover intention; however, it is still hard to clarify if the performance of employees influences their intention to leave the organization or not. In fact, the evaluation of performance is to tell the staff how to perform their work, and how to improve the process. Besides, job satisfaction may affect the behavior of employees, and may also further affect their performance. This study is based on the insurance services and manufacturing industry in the central region as the main research object. As most of the relevant research just chose a single private enterprise as a research sample in the research methods to measure the relationship between performance and turnover, so this study chose two different industry categories to make the results more diverse and deduced. In the manufacturing and insurance industry, employees who perform better than others tend to have intense desire to stay. That is, they do not want to leave their current organization. In the case of the environment, pay, organizational culture, leadership and other factors, they believe that the organization is a long-term working environment for them. Although it may not influence the intention to leave in the short period of time, it may affect the intention to leave in the long term. The results obtained in this study is that job performance is negatively related to turnover intention. Besides, the moderating effect of job satisfaction among job performance and turnover intention is significant.

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WANG, WIN-JING, et 王信景. « The study of relationship among job characteristics, job stress and intention of turnover ». Thesis, 1992. http://ndltd.ncl.edu.tw/handle/29229891520617367183.

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Wu, Szu-Hsien, et 吳思嫻. « The Study of Work-family Conflict,Job Stress,Job Satisfaction and Turnover Intention ». Thesis, 2005. http://ndltd.ncl.edu.tw/handle/87123153902633881138.

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碩士
國立成功大學
企業管理學系碩博士班
93
Abstract 　　This study is about the relationships among work family conflict, job stress, job satisfaction and turnover intention. There are 300 questionnaires issued and 254 returned, 243 are useful and the rate is 81%. After getting questionnaires back, use SPSS for Window Statistical Software and Amos 5.0 to statistics correlation analysis,multiple regression ,canonical correlation analysis and analysis of variance et statistic analysis methods . 　　Analysis result on 243 workers shows: job stress has a positive relationship to work family conflict. Job stress and work family conflict has a negative relationship to job satisfaction separately. Job stress and work family conflict has a positive relationship to turnover intention separately; job satisfaction has a negative relationship to turnover intention. 　　This finding provides business managers that can develop stress management strategy to help employees to improve the ability to face stress perception and when they try to manage and prevent employees’ turnover, they can increase employees’ job satisfaction and to decrease employees’ turnover intention, and turnover behavior will reduce.

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Fu, Pai-Wen, et 傅佩雯. « On-the-job embendedness and off-the- job embendedness effect people’s turnover intention ». Thesis, 2010. http://ndltd.ncl.edu.tw/handle/94679621331997661769.

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碩士
東吳大學
心理學系
98
This study focused on the job emdededness caused by the retention phenomenon, and the researcher follows Lee, Sablynski, Burton, and Holtom’s（2004）structure ,which separate embeddedness to on- the- job embeddedness and off- the- job embeddedness, respectively, explored effect about the moderate variables : work internal / external locus of control, work-nonwork conflict, and work-nonwork enrichment . This study used survey methods, both self-report scales, researcher collected 353 valid questionnaires, and subjects were full-time employees in Taiwan. The results showed that work locus of control and work-nonwork conflict are moderate the relationship with the on-the-job embeddedness and the intention of leaving, but does not moderate the relationship with the off-the-job embeddedness and the intention of leaving. And only women in the work-to –nonwork enrichment is different, that off-the-job embeddedness has positive relationship between the intention of leaving.

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Chang, Juo-Hang, et 張若航. « THE IMPACTS OF ORGANIZATIONAL TRUST, JOB SATISFACTION, AND JOB INVOLVEMENT ON TURNOVER INTENTION ». Thesis, 2019. http://ndltd.ncl.edu.tw/handle/7a3p6k.

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碩士
大同大學
事業經營學系(所)
107
In recent years, economy of Taiwan has continued growing and the level of consumption has risen. However, the salary of employees has stagnated. In the case of relatively low salaries of Taiwanese employees, many talents may choose to leave the country and find other opportunities. As a result, organizational performance will decline, and it will also cause the loss of organizational competitiveness. Therefore, avoiding the outflow of talents, companies can have strong competitiveness. This study used the nearly 20,000 interview data of Cheers magazine in 2013 to sort out the seven major causes of employee turnover. In order to discuss the real reasons why personnel management has caused employees to leave their jobs for personnel management in depth. And come to the conclusion that organizational trust, job satisfaction, and job involvement are the main factors that affect turnover intention of employees. Therefore, this study uses organizational trust, job satisfaction, and job involvement as independent variables in order to explore its impact on turnover intention and to understand how we can reduce the turnover intention of organizational members. This study uses the FBI survey report issued by the 104 Human Resources Bank of the year in 2017. The industry with the highest rate of turnover in Taiwan is the“general service industry”. After deducting unrecovered and invalid questionnaires, a total of 252 valid questionnaires were finally recovered. The empirical data were analyzed by SPSS 20.0 and AMOS 21.0 statistical software for descriptive statistical analysis and structural equation modeling (SEM) analysis. The empirical analysis results are: H1: Organization trust has a positive effect on job satisfaction and is established. H2: Organizational trust has a positive effect on job involvement and is not established. H3: Organizational trust has a negative impact on turnover intention and is established. H4: Job satisfaction has the positive impact on job involvement and is established. H5: The job satisfaction has a negative impact on the turnover intention and is established. H6: Job involvement has a negative impact on turnover intention and is not established.

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Hsu, Ya-Chu, et 許雅筑. « The Influential Factors of Turnover Intention and Job Offer Acceptance ». Thesis, 2015. http://ndltd.ncl.edu.tw/handle/22902827532479237574.

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碩士
國立交通大學
管理學院經營管理學程
103
Whether in the past or next 20 years, as long as corporations require labor, the dynamics between management and employees will continue to be a critical issue for exploration; however, the flow of labor in companies represents intangible costs that has been a rarely explored topic. People are the foundation of organizations and from the management perspective, this study makes two major assumptions: the first explores the influences that result in turnover intention; the second explores the job offer acceptance of job seekers. The research hypotheses are verified in this study. Base on its empirical result and research findings, this study provides managerial implications and research limitations.

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Cheng, Shih-Kuo, et 鄭示果. « The Relationship among Organizational Climate, Job Involvement and Turnover Intention ». Thesis, 2015. http://ndltd.ncl.edu.tw/handle/67755079449656363723.

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碩士
國立臺北大學
企業管理學系碩士在職專班
103
Due to aging population in Taiwan becomes more serious by years, young generation has different occupational mentality, and community mis-apprehends the value it brings to the masses, the sanitary job does not earn people respect and relatively reasonable wage. The firms therefore face with huge problems on recruitment, and bring in to use a variety of equipment to compensate the man power lose and to reduce the demand on labor. This change results in working staff level of sanitary firms turn out gradually a group who has competent knowledge and skills. How to reduce turnover rate is an important challenge to be dealt with. Sanitary work has its particular physical attribute and longer working hours, it’s assumed organizational climate and job involvement had affected workers’ behavior and altitude. This study has intention to understand the relationship between 1) organizational climate recognition and job involvement, and 2) turnover intention for those who are performing cleaning job in sanitary firms. The random sampling is for those firms which number of employee is greater than 500. Total 300 questionnaires are distributed to working staff level of sanitary firms. 280 questionnaires are responded and 237 are effective to use. The effective response rate is up to 79%. The data is analyzed with descriptive statistic, independent sample t test, one-way analysis of variance, Pearson product-moment correlation coefficient, and linear regression analysis. The results indicate as below. 1.Organizational climate is affecting job involvement positively. 2.Job involvement is affecting turnover intention negatively. 3.Organizational climate is affecting turnover intention negatively. 4.Job involvement has moderating effect between organizational climate and turnover intention. Based on the findings from this study, the managerial implications are: 1.To establish an appropriate management method to fit in this industry. 2.To enhance workers’ responsibilities 3.To establish an explicit system of rewards, penalties, and promotion. 4.To establish a mechanism in the organization for better communication and feedback 5.To intensify management level’s attention to workers and increase the interaction among the workers 6.To tone up workers’ senses of belonging and recognition of others. 7.To list up clearly the organizational targets and performance review

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zong, chung fang, et 鍾芳榮. « Knowledge worker Internal/External locus of control job involvement job satisfaction and Turnover intention ». Thesis, 2004. http://ndltd.ncl.edu.tw/handle/45553887495277200717.

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碩士
東吳大學
企業管理學系
92
Abstract Peter Drucker proposes that the major work force in 21 century is knowledge worker. How to motivate knowledge workers’ work morale, how to increase their job satisfaction, and how to make them focus more on their own duties are important issues needed to be examined. In dddition, it is also an important issue required to be investigated that how to create a suitable environment for knowledge workers in order to reduce absenteeism and turnover, and increase organization effectiveness. All the aformentioned are as well the problems that modern managers should concern about and solve. This research was conducted with survey method, the research results reveal that: 1) Internal/External locus of control have significant impact on job satisfaction. The employees with internal locus of control have higher job satisfaction; on the contrary, the employees with external locus of control have lower job satisfaction. 2) Job satisfaction significantly reduces intention to turnover. 3) Internal/External locus of control affects turnover intention through job satisfaction. The aforementioned actually shows that the technicians in high-tech companies with internal locus of control personality type have higher job satisfaction generally comparing to the technicians with external locus of control personality type, and due to their higher job satisfaction, their turnover intention is relatively lower. In a further correlation analysis, it was found that the job involvement and job satisfaction have significant positive correlation. As to the implication from the research findings, the companies should improve knowledge workers’ selection, work environment and facilities, and colleague relationships so as to enhance knowledge workers’ job satisfaction and then decrease their intention to turnover. Key words: Knowledge Worker、Internal/External Locus of Control、Job involvement、Job satisfaction、Turnover Intention.

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蘇致豪. « Effect of Job Satisfaction on Turnover Intention： Using Job Training Satisfaction as a Mediator ». Thesis, 2014. http://ndltd.ncl.edu.tw/handle/m7tz6y.

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碩士
逢甲大學
企業管理學系
102
With the coming era of globalization ,human resources becomes the key to enterprises&;#39; competitiveness. Moderate mobility can help organizations to replace old for new. But, if the turnover rate is too high, may cause the loss of experienced staff, personnel costs increased, low morale, even understaffed. According to the domestic and foreign research demonstration, the staff&;#39;s job satisfaction has negative influence to his turnover intention. And some scholars believe that job satisfaction is key to staff&;#39;s turnover intention. In addition, Schmidt&;#39;s research in 2007 shows that job satisfaction has positive influence to job training satisfaction. Therefore, this research will take job training satisfaction as moderator, to explore the intermediary influence on job satisfaction and turnover intention. The research variable material obtains picks the provide questionnaire way, sends out 127 questionnaire, the effective sample number is 115, the effective rate is 90.5%, after recycling effective questionnaire by SPSS statistical analysis way, using descriptive statistics analysis, correlation analysis, T-test, one way anova, linear regression, make variable research each construction surface the statistical analysis, discusses result of the research. The results of the research were as below: 1. There are significant differences on job satisfaction, job training satisfaction, turnover intention by different demographic variables of staff. 2. There are significant differences on job satisfaction by job training satisfaction. 3. There are significant differences on job training satisfaction by staff&;#39;s turnover intention. 4. There are significant differences on job satisfaction by staff&;#39;s turnover intention. 5. The job training satisfaction, with job satisfaction to turnover intention have the intermediary influence.

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Lo, Chin-Yuan, et 羅錦淵. « Exploring the effect of job stress on job satisfaction, organizational commitment, and turnover intention ». Thesis, 2011. http://ndltd.ncl.edu.tw/handle/16415902662522529329.

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碩士
國立高雄第一科技大學
行銷與流通管理研究所
99
As the result of rapid economic growth and rapid social change, work related stress is increasing. Often the employee cannot cope with the dramatic increase in pressure and quits the job, leading to an increase in operating costs and the loss of talent in companies. The purpose of this study is to understand the direct and indirect relationships between job stress, organizational commitment, job satisfaction and turnover intention. A convenience sample was drawn among employees of an electronics company in Southern Taiwan, a total of 320 valid questionnaires were collected. The results show that work related pressure significantly reduces organizational commitment; however, job stress does not significantly impact job satisfaction and turnover intention. In addition, organizational commitment has shown to fully mediate the relationship between work related stress and satisfaction on the one hand, as well as work related stress and turnover intention on the other hand. Job satisfaction does not significantly mediate the relationship between organizational commitment and turnover intention. As a consequence, firms should develop means to assess employee workload, and to prevent that by pursuing temporary labor costs reduction work load will increase and lead employee turnover and dissatisfaction. In addition, organizational commitment is playing a critical role, therefore, job design, work flexibility, employees autonomy at work, a sense of belonging, and employees development needs must be aligned with organizational objectives to form the blueprint for organizational growth.

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Lee, Wan-Chen, et 李宛珍. « The Effect of Job Characteristic and Work Value on Job Satisfaction and Turnover Intention ». Thesis, 2006. http://ndltd.ncl.edu.tw/handle/43176222975506757987.

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碩士
國立成功大學
企業管理學系碩博士班
94
The Effect of Job Characteristic and Work Value onJob Satisfaction and Turnover Intention Student: Wan-Chen Lee Advisor: Dr. Su-Chao Chang ABSTRACT Previously, firms have perceived employees as a tool to serve the firm, however today this view is greatly changing. Currently, firms view employees as an important asset; therefore, maintaining the most talented people in the firm has become a great challenge. Previous research has shown that a change in job characteristic can enhance the level of job satisfaction for the employees. However, previous research also shown that for the same type of work, the level of job satisfaction will alter due to the personality trait of that particular person. Therefore, this research has incorporated all the factors together to discuss their effect toward turnover intention. This study develops a comprehensive model and instrument for measuring job satisfaction and turnover intention. This paper first discusses the concepts and definitions of each constructs (i.e. job characteristic, work value, personality trait, job satisfaction and turnover intention) from the literature. The researcher summarizes the findings in a theoretical framework. Based on this framework, the researcher develops a measurement instrument to measure job satisfaction and turnover intention. The procedures used in generating items, collecting data, and purifying a multiple- item scale are described. The researcher has carefully examined evidences of reliability by analyzing data from collected samples. Based on the research findings, it is shown that job characteristic and work value has a positive impact on job satisfaction and job satisfaction has a negative impact on turnover intention. The potential applications for practitioners and researchers are then explored. Finally, the researcher concludes this study by discussing limitations and potential future research.

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張麗麗, CHANG LI-LI, et 張麗麗. « The Effect of Job Satisfaction and Job Involvement on Turnover Intention of Cleaning Staff ». Thesis, 2016. http://ndltd.ncl.edu.tw/handle/67357926031519236780.

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碩士
華梵大學
工業工程與經營資訊學系碩士班
104
This study examines the effect of job satisfaction and job involvement on turnover intention of cleaning staff. A total of 186 questionnaires were sent to cleaning staffs work in private company in Taipei city and 155 effective samples were collected. Results showed that: (1) job satisfaction have a significant and positive influence on job involvement. (2) job involvement has a significant and negative influence on turnover intention. (3) job satisfaction have a significant and direct positive influence on Turnover Intention. That is, job involvement will not mediates the relationship between job satisfaction and turnover intention. (4) Different gender or education level or ages of workers has a significant difference in job satisfaction. That is, the female orlower education level or older workers have higher job satisfaction than other types workers. (5)Different ages and seniority of workers have a significant difference in job involvement, That is, the older or more year of working experience workers have higher job involvement than other types workers. (6) Different age and education level workers have a significant differences on turnover intention. The older or lower education level workers, the lower turnover intention.

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Tsai, Hsiao-wei, et 蔡曉薇. « A Study on the Relationships among Realistic Job Previews﹐Job satisfaction, and turnover intention ». Thesis, 2006. http://ndltd.ncl.edu.tw/handle/s5b7zy.

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碩士
國立臺灣科技大學
企業管理系
94
It has long been recognized that quality people are a key ingredient for organizational effectiveness. Give this recognition, considerable attention has been focused on the topics of employee selection and employee motivation. This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process. RJPs are any method to give recruits a balanced picture of the job they are considering for employment. Applicants who receive RJPs tend to perceive the organization as honest, caring, and trustworthy. When they believe organization representatives truly care about their well-being and openly communicate with them. They bond to and remain with the organization. They develop and rehearse strategies job aspects and unfamiliar work roles. Problem focused coping strategies prepare employees to cope with unpleasant work roles. Applicants may form unrealistic or inflated job expectations form a variety of sources. When applicants receive accreted (positive and negative) job and organization information. They can realign their expectations to match job and organization realities. Thus, when they begin employment, their expectations are realistic, match the job realities, and they tend to remain with the organization.

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Chang, Hsiu-Ing, et 張秀瑛. « A Study on the Relationship between Job Rotations And Turnover Intention ». Thesis, 2003. http://ndltd.ncl.edu.tw/handle/54276156886405270732.

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碩士
中國文化大學
國際企業管理研究所
91
The study is aimed mainly at the relationship between job rotation and turnover intention; especially on the interference effectiveness between the difference of sex, age, educational level, marriage situation, work pattern, job level, work experience. And also, the study takes into account about the influence of work salary and inter-outer controlled humanity to the relationship between job rotation and turnover intention. The objectives of the study are on the problems of beauty chain shop. The study uses the material by questionnaires. It has 251 mails back from whole 280, having effective percentage of 89.64%. The results revels the relationship between the four parts of job rotation and turnover intention: job rotation has positive relationship with turnover idea, work- searching idea, job-changing idea; and has negative relationship with the having-work behavior. And for sake of the turnover intention, dominant predictive variable is job rotation will. The interference variables are: sex, age, educational level, marriage situation, work pattern, job level, and working experience. The study revels: the relationship between job rotation and turnover intention has influenced by sex, age, educational level, marriage situation, and job level. And the results have proved by this study. The study also found： Salaries have negative relation with turnover idea, work- searching will; and positive relation with founding-work behavior. Personality characters have positive relation with turnover idea, work-searching will, work-changing idea; and negative relation with founding-work behavior.

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Wu, Ya-Ting, et 吳雅婷. « The study of Job Satisfaction, Employment Opportunity Perception and Turnover Intention ». Thesis, 2007. http://ndltd.ncl.edu.tw/handle/5ezw86.

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碩士
國立高雄師範大學
人力與知識管理研究所
95
The research discussed employees to measure to choose staying in organization or leaving out organization by the range of job satisfaction and the perception of employment opportunity. Many researches found the relationship between job satisfaction and turnover intention, besides the relationship that change of market environment related to organization’s employees, because the boom of market environment that affected employees to transfer work. According to above, this investigate was based on job satisfaction, employment opportunity perception, and turnover intention to discuss their relationship. 　　In this study, the samples were based on the employees of Kaohsiung Rapid Transit Corporation and collected date by questionnaires survey. We sent 800 questionnaires and returned 411 questionnaires, deleted invalid questionnaires 25, 386 valid questionnaires, so the valid sampling returned rate of 48.25%. After that, put the valid sampling to analyze their relationship by statistical, for example, descriptive statistics and reliability analysis, factor and correlation analysis, and regression analysis. The results of investigate are showing below: 1.The intrinsic or extrinsic of job satisfaction is negatively effect on turnover intention. 2.The desirability of movement, crystallization of alternative, and mobility of employment opportunity perception is positive effect on turnover intention. 3.Employment opportunity perception of crystallization of alternative serves as an intervening variable; partially mediate the relationship between the intrinsic of job satisfaction and turnover intention. 4.Employment opportunity perception of desirability of movement and crystallization of alternative serves as an intervening variable; partially mediate the relationship between the extrinsic of job satisfaction and turnover intention.

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HUNG, HSIAO-CHING, et 洪筱晴. « Research the relationships among personality characteristics , job satisfaction and turnover intention ». Thesis, 2013. http://ndltd.ncl.edu.tw/handle/87959463881522196339.

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碩士
實踐大學
企業管理學系碩士班
102
For an enterprise, the right amount of employee turnover can help enterprises to promote metabolism,avoid aging,upgrade operational efficiency, but too much or too little of employees’ turnover intention have adverse effectsto the company, for example, the experienced employee turnover, selection and training costs spending, other employeeof low morale, understaffing,cause the companylosseconomic benefits,waste of other investment costs. Enterprises should attach importance and understanding employee turnover, to propose specific strategies or methods, reduce the company's operating costs and enhance the corporate performance. The purpose of this study was to realize the relation of employees’personality characteristics, job satisfaction and turnover intention. Convenient sample math was used in this study. The research object is the clerk of the bank credit card department in Keelung areas. This study was using the SPSS for statistical analysis. This research finds several important results as follows: 1.Employees’attributes would significantly affect their job satisfaction. 2.Employees’attributes would significantly affect their turnoverintention. 3.Employees’personality characteristics have significant relationship on the job satisfaction. 4.Employees’personality characteristics have significant relationship on the turnover intention. 5.Employees’job satisfaction has significant relationship on the turnover intention.

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Wang, Shu-Hwa, et 王淑華. « A Study of The Moderators between Job Satisfaction and Turnover Intention ». Thesis, 2009. http://ndltd.ncl.edu.tw/handle/01070831415965828122.

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碩士
龍華科技大學
商學與管理研究所
97
This study aimed to examine the relationship between financial service employees’ job satisfaction and their turnover intention. Organization commitment, career development perception, and employability were assumed to be the moderators that influenced the relationship between job satisfaction and their turnover intention. Based on the control variables, i.e. employees’ job opportunity perception and their ages, the study employed the multiple regression analyses to build up prediction models. The study adopted a questionnaire method and 243 samples from the financial holdings and banks in Taiwan were collected. After analyzing the data, the results were addressed. First of all, the relationship between financial service employees’ job satisfaction and turnover intention was negative. Secondly, financial service employees’ organization commitments and career development perception respectively moderated the relationship between job satisfaction and turnover intention. Lastly, financial service employees’ employability did not moderate the relationship between job satisfaction and turnover intention.

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CHUNG, JUN-SUNG, et 鍾潤松. « The Relationship among Organizational Culture and Job Satisfaction and Turnover Intention ». Thesis, 2017. http://ndltd.ncl.edu.tw/handle/83830246038378843739.

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碩士
高苑科技大學
經營管理研究所
105
Abstract The Relationship among Organizational Culture and Job Satisfaction and Turnover Intention Through investigation and analysis, it is discovered that high tendency towards pre-matured or early resignation among volunteer enlisted soldiers is highly connected with low work value as well as work commitment, poor relationships and communication problems among co-workers and the rise of disillusionment with the Republic of China Armed Forces. It is necessary for different military branches of the Republic of China Armed Forces to maintain strong staying power and enhance battlefield performance, reduce the costs of military training and the worsening brain drain. With all these efforts, it is hoped that a talent pool can be kept in the army and well trained to improve the military strength of the ROC army. This study will first investigate what strategies the ROC (Taiwan) Special Forces could implement so as to cope with early resignation tendency of volunteer enlisted soldiers, and then examine the effects of organizational culture, job satisfaction and other factors on the soldiers’ early resignation tendency. With the findings and insights, it is expected that the problem would be addressed and the soldiers would be motivated to stay, fight, but not leave the army. A structured questionnaire survey was conducted through distributing 250 questionnaires to the target population – the volu　nteer enlisted soldiers at ROC Southern Army and Special Forces Training Center. 225 effective questionnaires were collected – a return ratio of 90% . The analysis of this collected questionnaire leads to the following conclusion, 1. Demographic variables show significantly different impacts on organizational culture, job satisfaction and early resignation tendency. It is found that age, marital status, education, seniority, and ranks are factors strongly affect organizational culture,while seniority plays a crucial role on job satisfactions. Finally, gender, marital status are factors highly connected to early resignation tendency. 2. Organizational culture could positively influence the job satisfaction level of the soldiers. 3. Job satisfaction had significant negative impact on the soldiers’ early resignation tendency. KeyWords: organizational culture, job satisfaction, turnover intention, ROC (Taiwan) Special Forces.

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FANG, CHIA-YU, et 方嘉猷. « The Relationship among Insurance Salespersons’ Personality, Job Satisfaction, and Turnover Intention ». Thesis, 2016. http://ndltd.ncl.edu.tw/handle/95564215502885781202.

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碩士
國立高雄師範大學
人力與知識管理研究所
104
The financial market is an important research target which is focused all the time. However, the capital scope of the insurance industry takes more than 20% in the financial market, and so dose insurance rate up to 230%. It’s such a valuable research. But in Taiwan, the staff of insurance companies keep high turnover rate. Thus, this study aims to investigate the relationship among the salespersons’ personalities, job satisfaction, and turnover intention. In this research, we gave out the Taiwanese salespersons paper questionnaires. Total 384 samples were valuable. Then, to analysis the data we collected we used descriptive statistics, reliability analysis, correlation analysis and regression analysis, and so on. This research found: (1) the salespersons of Taiwanese insurance companies whose extraversion, agreeableness, conscientiousness had positive effects on job satisfaction. (2) extraversion, neuroticism had negative effects on turnover intention. (3) the salespersons’ job satisfaction had a negative effect on turnover intention. (4) the salespersons’ job satisfaction mediated the relationship between extraversion and turnover intention. Finally, suggestions were recommended based on the results.

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Yu-Chen, Wu, et 吳昱禎. « The Relationship among Employee’s Career Planning, Turnover Intention and Job Involvement ». Thesis, 2011. http://ndltd.ncl.edu.tw/handle/84849569923890645954.

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碩士
國立臺灣師範大學
科技應用與人力資源發展學系人力資源碩士在職進修專班
99
Taiwan electronics industry suffered a recession from 2008 to the first half year of 2010. After that, the recovery becomes a trigger of employee’s job change in this field. Therefore, how to help the employees’ to improve their career planning as well as job involvement and decrease their turnover rate has become a critical issue in the companies related to electronics. The purpose of this study was to explore the relations among employees’ career planning, job involvement and turnover rate as well as the relations among the above three variables and employee’s personal variables. Questionnaire survey method was employed to attain the purpose. Totally, 300 questionnaires were mailed to the employees in a selected semiconductor company and 179 effective ones were returned. As a result of statistical analyses, the following findings are obtained: (1) The employee having better career planning has higher job involvement; (2) The employee having better career planning has lower turnover intention; (3) The employee with supervisory position is more urge to have career planning than the employee without supervisory position; (4) The employee, who is over 50-year-old, has higher job involvement than the employee is under 50-year-old. However, the employee, who is under 30 years old, has higher turnover intention; (5) Job involvement has a complete mediation effect on the relation between employee’s career planning and turnover intention.

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45

WENG, CHIA-YANG, et 翁嘉陽. « The Relationship among Workplace Well-being, Job Satisfaction and Turnover Intention ». Thesis, 2019. http://ndltd.ncl.edu.tw/handle/44z5qq.

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碩士
國立臺北大學
企業管理學系碩士在職專班
107
Outstanding talents are the major assets in the enterprise. How to keep talents has always been an important issue in the enterprise. Therefore, how to lower the turnover rate has always been the first priority issue at the department of Human Resources. The past research showed that Workplace Well-being and Job Satisfaction were inextricably linked, while improving Workplace Well-being and Job Satisfaction could make the turnover rate lower. This study explored the relationship among Workplace Well-being, Job Satisfaction and Turnover Intention by examining various industries, and examined the mediation effect of Job Satisfaction to understand employee turnover intentions. In this study, a questionnaire survey was used to collect 152 valid questionnaires. After the collected data were analyzed, the empirical results were as follows: (1) Workplace Well-being had a positive impact on Job Satisfaction. (2) Job Satisfaction had a negative impact on Turnover Intention. (3) Workplace Well-being had a negative impact on Turnover Intention. (4)Job Satisfaction was a mediator between Workplace Well-being and Turnover Intention. Based on the empirical results of this study, I provided the basis for managers practical reference and further research in the academic community.

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Wu, Kuo Cheng, et 吳國正. « The Relationship among Financial Technology Cognition, Job Insecurity, and Turnover Intention ». Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5demqa.

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碩士
長庚大學
商管專業學院碩士學位學程在職專班經營管理組
106
Financial Technology is coming. Mobile Payment replace cash, Internet Insurance replace Insurance salesman,Crowd-funding replace loan from the bank, VTM (Virtual Teller Machine) replace Bank teller,etc. Disruptive innovation that allows consumers to save more time and money, but makes Financial professionals to create a huge amount of pressure about work style, even Turnover. The purpose of this study is to explore the relationship between financial technology cognition and turnover intention, and verify whether the job insecurity has a intermediary effect on the relationship between financial technology cognition and turnover intention. The object of study for financial professionals. Survey period from September 2017 to November 2017. 186 valid questionnaires were retrieved. Using correlation analysis, regression analysis, etc. To examine the relevance of " Financial Technology Cognition ", " Turnover Intention " and " Job Insecurity ". The results of this study are as follows: (1) there is a significant positive effect between Financial Technology Cognition and Turnover Intention, (2) there is a significant positive effect between Financial Technology Cognition and Job Insecurity, (3) there is a significant positive effect between Job Insecurity and Turnover Intention, (4) Job Insecurity has mediation effect between Financial Technology Cognition and Turnover Intention.

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Tai, Ming-Chih, et 戴鳴智. « Emergency room nurses job stress and job burnout on the job involvement and turnover intention of influence ». Thesis, 2010. http://ndltd.ncl.edu.tw/handle/74804079812167330439.

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碩士
銘傳大學
管理研究所碩士在職專班
98
Department of nurses and more direct contact with patients or their families were, their work attitude and professionalism are the first impression of the establishment, especially for the 24-hour emergency room medical institutions, clinical nurses to the hospital on the situation even more urgent because of , in their emotional ups and downs, unexpected disposal, directly affect the emergency room nurses, and then generate the corresponding working pressure. The current global prevalence of common nursing issues that pressure at work, if the cause has not been able to improve the nursing staff will be leaving one of the main factors. This study will examine the emergency room nurses Rationalist source of pressure on burnout, job involvement and turnover intention of the situation and make recommendations for the management of the hospital and emergency room nursing staff for reference to work to improve the implementation of health care and reduce emergency care staff turnover rate. This research uses the hospital emergency room nurses as subjects, issued a total of 520 questionnaires, 495 copies, 485 copies of questionnaires. The statistical package SPSS, through descriptive statistical analysis, correlation and regression analysis, test the research hypothesis, results showed: (1) job stress and job burnout has a significant correlation between the part; (2) Burnout and job involvement have some significant negative association; (3) job involvement and turnover intention has some significant negative association; (4) burnout and turnover intention is part of the significant positive association; (5) coping strategies on job stress and job burnout the relationship between some moderated; (6) Burnout on the job stress and job involvement is not the mediator between the results. The survey results based on the above, this study was to propose the following recommendations for medical institutions Juti reference:(1) implement a classification system for medical treatment, effectively improve health care Ziyuanliyong; (2) Quanmian integration of medical resources, medical care to alleviate the crowds Xie; (3) Vetting ratio of nurses to help professional care. Suggestions of medical institutions：(1) the implementation of the number of patients rate doctors, adjust the number of nursing; (2) the establishment of standard operating, do follow the implementation of business; (3) establish the value of work and enhance the work of investment; (4) to relieve feelings of burnout, reduce turnover intention. Recommendations of the Emergency Nurses：(1) training and physical and mental relaxation technique to practice law; (2) to participate in, "coping" or "emotional management" related courses; (3) to strengthen further evaluate the performance.

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Min-Jhu, Pei, et 裴敏筑. « A Study on Work- leisure Conflict, Job Satisfaction, Job Burnout, Job Stress, Turnover Intention of Kindergarten Teachers ». Thesis, 2012. http://ndltd.ncl.edu.tw/handle/44428495538833410999.

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碩士
明新科技大學
服務事業管理研究所
100
According to Hong Kong Federation of Education Workers do the survey, they found kindergarten teachers have to work long hours. The teacher need to pay attention to topics of the arrangements, the writing of the lesson plans, and the teaching journal writing in terms of teaching and so on. The trend of low birth rate, many families only one child, they hope kindergarten teachers can give their children the best quality care and teaching. The kindergarten teachers need to keep education on weekend, therefore, it wii reduce their leisure activities time, and they don’t have chance to promotion, so probably will appear not satisifaction, They have also need to contact with people. They have pressure of interpersonal. They maybe will appear the burnout, job stress, and even state of mind to departure. This reserach is in oder to know Work-leisure Conflict, Job Satisfaction, Job Burnout,Job Stress, Turnover Intention of Kindergarten Teachers, about the relationship between the dimensions. First of all, to define the model assumptions based on literature, Second, a questionnaire survey of 253 kindergarten teachers, use of the structural relationship conducting mode aalysis. The results showed that kindergarten teachers Work- leisure Conflict on the working pressure, working pressure on Job burnout, Job Burnout on Turnover Intentions, they have positive effect. Job Burnout on Job Satisfaction, Job Satisfaction on Turnover Intention, they have a negative effect. In this study, according to the results of the kindergarten and kindergarten teachers have practical implications and future research directions.

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Tsao, Wei-lin, et 曹維霖. « The influence of job characteristic with turnover intention ：Mediated by job Satisfaction and organizational commitment ». Thesis, 2007. http://ndltd.ncl.edu.tw/handle/6j74jj.

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碩士
國立中山大學
人力資源管理研究所
95
It is normal for the personnel to quit job in the organization . The turnover of employee can give Organization new energy , but on the other hand they may influence the employee’s working morale and bring negative impact . In this way, how to keep excellent employee in organization is important course to management level and human resources department. Especially When turnover rate is high, it is the duty of human resource department to fine the key point of problem and to solve possible negative influence. This essay want to research the influence within working character and turnover to fine personnel’s working character for organization reference to know the factors of employee turnover on job character. Besides, add to factors of job satisfactions and organizational commitment to research, to understand whether the mediating effective existing increase or decrease effective on turnover intention .

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Chen, Po-Hung, et 陳博紅. « A Survey of Job Contents, Occupational Stress, Job Satisfaction, and Turnover Intention among Emergency Physicians ». Thesis, 2013. http://ndltd.ncl.edu.tw/handle/98084764955206117867.

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碩士
高雄醫學大學
職業安全衛生研究所
101
Emergency physicians work in a charged atmosphere with a lot of sources of occupational stress, which may alter their physical and mental health. Among emergency physicians in south Taiwan, this study identified the job contents, burnout, depression, anxiety, job satisfaction, and turnover intention, and further evaluated the relationship between these constructs. Emergency physicians work with an active job which is composed of high job control, even higher job demands, moderate supervisor social support, and high coworker support. Even the levels of burnout, depression, and anxiety are not high they feel dissatisfied with their jobs and have tendencies to leave the specialty. Job satisfaction is significantly associated with job control positively. Emotional exhaustion is significantly associated with job demand positively and with supervisor social support and job satisfaction negatively. Anxiety is significantly associated with job demands positively and job satisfaction negatively. Turnover intention is significantly associated with emotional exhaustion and depression positively. The findings in this study can help organizations to assess the factors which affect the job outcomes of emergency physicians and increase the performance in the emergency department.

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