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• Main Authors: Min-Shang Chen, 陳明祥
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/23683861727173120176

碩士 === 國立中央大學 === 管理學院高階主管企管碩士班 === 94 === The management of turn-over and organizational citizen behavior of employee are important issues of organization management. It is beneficial for the development of human resource management strategy to explore the determinants of turn-over intention and organizational citizen behavior of employee. So this study focuses on it and takes it as the research purpose. An investigation was conducted by 498 questionnaires in the production headquarters of A company in China. 414 questionnaires are valid except those whose answer rate is under 80%. The reclaiming rate is 83.1%. The study uses descriptive statistics and regression as the statistical tools. In the analysis way of social network, this study explores the differences of turn-over intention perception of employees on different positions in a social network of a Taiwan company in the Mainland. So the position in the network which is inclined to cause turn-over intention will be clarified. This study also explores the determinants of organizational citizen behavior, merge it to the same research structure and explore the impact of different determinants on organizational citizen behavior. Conclusion: Each determinant has impacts on turn-over intention and organizational citizen behavior. Organizational commitment and organizational trust are both significantly related to turn-over intention and organizational citizen behavior. In addition, job satisfaction, special trust and network medium are significantly related to turn-over intention. Policy justice has significant influence on organizational citizen behavior. Other determinants are not significantly related to turn-over intention and organizational citizen behavior, but their impacts can not be ignored.