The Study on How Job Rotation Affects the Employee’s Social Network Benefit, Career Success and Turnover Intention— An Example on Bank’s Employee in Taiwan —

• Main Authors: Tsai-Yi Chen, 陳彩怡
• Other Authors: Tung-Hsuan Wan
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/9zw4b9

碩士 === 銘傳大學 === 國際企業學系碩士班 === 92 === Job-rotation has been practicing in Taiwan’s bank industry in many years. However, most of the previous relevant studies on job-rotation are focused on the generic study of job-rotation, or the relationship between the job-rotation and the employee’s career-development, or the passive effects of job-rotation to the employee. The purpose of the study is to find out whether or not the job-rotation will affect the bank employee’s turnover intention, and in future it will affect the bank employee’s social network benefits and career success, those arisen during the job-rotation, and thereafter influence their turnover intention. Having reviewed the existed studies, you can barely find there was any systematic conclusion in terms of the relationship among job-rotation, career success, and turnover intention. Therefore inter-organization network benefits are utilized as a median bridge for connection and communication in order to derive the relationships and influences among them. The thesis surveyed 560 bank employees who had ever been rotated in the Taiwan’s local banks. There were 386 packages of questionnaires collected. The results of the analysis were based on the valid questionnaires and by means of LISREL statistic modeling. The research’s results show that the higher intention for job-rotation with the bank employee, the more information, resources and better career sponsorship they can access in the network. Also the stronger intention of job-rotation the bank employee have, the weaker turnover willing they will initiate. In addition LISREL’s results showed those who has higher rotation intention is supposed to be in lower willing to turnover. However their intention to turnover will be further weakened with the influences from network benefits or career-success. The study also assessed in terms of employee’s personality. The results disclosed there is no significant connection between access to resources and career-success for the bank employee with internal-control-personality inside a network. And there is no significant connection between resources-access and career-success and between career-success and turnover intention for the employee with external-control-personality. All the other connections and influences among the variables are relatively clear. It is recommended to present the study results to the bank industry for reference in conducting job-rotation.