| Summary: | 碩士 === 東吳大學 === 政治學系 === 95 === The Turnover Intention of Disabilities in Taiwan’s Public Sector
Abstract
This research regards disabilities in the public sector as the research object and probe into the factor influencing their turnover intention. Therefore we set three independent variables: first is the personal factor of obstacle person; second is the experiencing of fairness for promotion and working satisfaction; third is environment factor, and see how those variables influence the turnover intention of disabilities.
Personal factor includes personal characteristic and the perception of self-ability. The experiencing of fairness for promotion contains the fairness feeling about procedure and assigning. The working satisfaction can be classified external and internal working satisfaction. The environmental factor includes the convenient degree of environment and interpersonal relationships in the organization.
On the research approach, we adopt the questionnaire to be our main research method. Through the questionnaire method, we inquire the feeling of interviewee to every question. Then we compare the responses of different interviewees and see whether there are significant differences among variables or not.
Based on the result of study, we find that when we carry on multi recession model, there are only academic background, age, internal satisfactions of the disabilities and interpersonal relation have significant affection to turnover intention. We can know from research that the turnover intention of the disabilities won’t have significant change with the inconveniences of one’s obstacle or environment factor. For the non-disabilities, there are several significant factors that affect their turnover intention, such as working satisfaction and academic background. And the influence of those factors is greater than the inconveniences of one’s obstacle or environment factor for the disabilities.
Finally, according to the finding of this research, we propose several suggestions to practical managing and hope these will help the disable human resources in public sector. And we also propose several weak points of this research as the suggestions on follow-up relevant research.
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