| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 97 === Despite the growing competition for academic talent around the world, specifically in the Asia-Pacific region, there is limited understanding of the importance of faculty retention, especially in Taiwan. This paper intends to explore a mobility model for Taiwanese faculty, using the faculty’s intention to leave as a predictor of their future local and international mobility.
It investigates how monetary and non-monetary factors influence the faculty members’ intention to move between institutions within Taiwan and abroad. The data needed for this study are collected from e-questionnaires mailed to the e-mail addresses of 1716 full-time faculty members in the science and engineering schools of 7 universities, and 333 useable questionnaires were returned, reflecting a 19.41% response rate.
The findings of this research work are as follows:
Non-monetary factors are determinants of the faculty members’ intention to change jobs. Those who are dissatisfied with their present job and opportunities for professional development, especially with the workload, administrative responsibility, research level, impact of institutions, are more likely to move to other institutions.
Monetary factors are, however, important determinants of cross-border mobility. Those who are dissatisfied with their salary scale and attach high importance to potential new positions are more inclined to work abroad. The first choice of institutions for faculty members in Taiwan comprises higher educational institutions in the United States, followed by higher educational institutions in Singapore, Hong Kong, and mainland China. In their opinion, career perspectives in the abovementioned countries are much more promising than in Taiwan.
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