Research on the Relationship among the Library Employees’ Perception on Job Rotation System, Organizational Justice, with Rotation Intention : A Study of Technological and Vocational College / Universities in Central Taiwan

• Main Authors: Wang, Hsiu-Ho, 王秀鶴
• Other Authors: 孫本初
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/98194118204528831490

碩士 === 國立彰化師範大學 === 商業教育學系 === 97 === Abstract The purpose of this study is to explore the relationship among the library employees’ perception to the job rotation, organizational justice and their rotation intention. The research methods applied in this study include literature review and questionnaire survey. The analysis is based on taking the library employee’s perception to job rotation and organizational justice as the independent variables and the rotation intention as the dependent variable. The respondents for this study are the library employees working at technological and vocational college / universities in Central Taiwan. This study aimed to discuss the following aspects: (1) the library employee’s perception of the three variables, (2) the effect of different personal background (biography) on the three variables, (3) the Relationship among the library emplyees’ job rotation systerm, organizational Justice, with their rotation intention. The research results indicate the following findings: 1. Most library emplyees have a medium level of perception to the job rotation, organizational justice and their rotation intention. 2. There was significant difference in library employee’s job rotation based on position . The low- ranking staffer and the department chief have higher perception than others. 3. There were significant difference in library employee’s organizational justice based on sex distinction, educational background, relevant major and years in library. The male employees have higher perception than the female employees. Employees who have junior college education and below have higher perception than those who have a college education and those who have a graduate school education and above. The irrelevant major employees have higher perception than the relevant major employees. Employees who have worked in library 5 years and below have higher perception than those who have worked in library 5-10 years and 11-15 years. 4. There was significant difference in library employee’s rotation intension based on position . The low- ranking staffer, the staffer,the department chief and the contract worker have higher perception than others. 5. There were relationship among the three variables. The higher the employee’s perception to the job rotation is, the higher their rotation intention will be. The higher the employee’s perception to the organizational justice is, the higher their rotation intention will be. The study concluded with several suggestions for improving the performance of library employees’s job rotation. Keyword: Job Rotation, Organizational Justice, Rotation Intention