| Summary: | 碩士 === 中原大學 === 企業管理研究所 === 90 === ABSTRACT
Economic development is growing rapidly in Mainland China due to its renovation and liberalization. In the meantime, the workers are unsteadily situated in the labor market. Labors are increasingly willing to give up their current job because they can easily get another job from other companies. On the other hand, companies are hunting for the capable from other ones frequently as well. Consequently, labor turnover becomes one of the most significant issues to those Taiwanese invested companies located in the Mainland China. The purpose of this study is to explore the intention of those employees who might quit from Taiwan based companies in Mainland China. The major objectives are as below,
(1)Explore the correlation and influence factors on those intent-to-leave employees.
(2)Analyze the correlation among variables and intent-to-leave, then find out the greatest impact variables.
(3)Establish the regression model to the prediction of employees'' intent-to-leave.
(4)Based on the experimental studies, present the practical proposals to the human resource management in Mainland China for their reference.
Employees from eight electronic Taiwanese firms in southern China region and five firms in eastern China region were surveyed with questionnaires. Within them, 444 ones are valid. The collected data were analyzed with description analysis, t-test, one-way ANOVA, simple correlation and multiple regression analysis and reliability assessment. Following results are the major research findings,
(1)There is a negative relationship among age, seniority and intent- to-leave.
(2)In terms of intent-to-leave, single employees much more incline to than married ones do, and there is no significant difference among gender, education, position, companies sum served.
(3)There is no significant difference in intent-to-leave between local employees and those from other provinces.
(4)Intent -to-leave is negatively related to autonomy, performance feedback, relationship oriented, promotion, pay level, participation and training.
(5)Intent-to-leave is negatively relatively related to working environment and welfare conditions.
(6)There is a significant positive correlation between job alternatives from other companies and intent-to-leave.
(7)There is a negative relationship among job satisfaction, organizational commitment and intent-to leave.
In terms of employees'' native, most of employees in Taiwanese firms in southern China region are from other provinces. On the contrary, the most employees in Taiwanese companies in eastern China are local people. The employees neither in the South nor in the East are satisfactory to the pay level, welfare and promotion opportunity. The eminent predictors on intent-to-leave are task significance, pay level, training opportunity, working environment, job alternatives, job satisfaction and organizational commitment. Against the all subjects, aside from task significance, pay level, training opportunity, job alternatives, job satisfaction and organization commitment; Age, participation, promotion opportunity are effective variables in the prediction of intent-to-leave for engineers and supervisors.
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