Organizational Commitment and Turnover Intention of Taiwanese Engineers in Hi-Tech Industry of Southern Taiwan:Examining the Selected Antecedents of Organizational Commitment

• Main Authors: Jeff Chang, 張峻豪
• Other Authors: Hai-Ching Chang
• Format: Others
• Language: en_US
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/26092664989569628684

碩士 === 國立成功大學 === 國際管理碩士在職專班 === 95 === To examine the problem of employee turnover, scholars have been interested in investigations into attitudinal measures of factors affecting such behavior. If the organization can predict organizational commitment, the organization has taken the first step in potentially altering those factors most applicable to repress satisfaction and commitment. Taiwan Hi-Tech industry is facing hard time with high turnover rate of engineers due to high competition among the businesses. Hi-Tech companies are willing to hire qualified engineers with higher pays. Therefore, there is a need for research to examine the antecedents of organizational commitment which in turn reduces turnover intention. This study examined the relationship between the four organizational related factors: organizational support, pay, opportunity for advancement and fairness, and the organizational commitment and its three components: affective commitment, continuance commitment and normative commitment. The respondents are the engineers from the three giant Hi-Tech companies of southern Taiwan. This study found that three of the four organizational related factors except organizational support have significant influences on organizational commitment. Among the four factors, opportunity for advancement and fairness were the strongest predictors of organizational commitment and organizational support did not have significant influence on overall commitment. Organizational leaders or Taiwan Hi-Tech companies are suggested to emphasize on intrinsic motivators such as opportunity for advancement and fairness in the working environment.