A Study on Factors Influencing Employee Turnover Intention

• Main Authors: Ngo Thi Ngoc Ha, 吳氏玉霞
• Other Authors: Gow Ming Dong
• Format: Others
• Language: en_US
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/49965162343405966320

碩士 === 樹德科技大學 === 資訊管理研究所 === 97 === The program of study presented in this thesis focuses on the constructs of employee turnover intention. Given the argument that turnover intention models need to be developed according to organizational context, a specific organizational population was identified for study in this research program. The current research program focused on a sample population of officers and workers employed at foreign-invested enterprises in Viet Nam. This population was chosen due the paucity of research that has investigated turnover and turnover intention processes. The study tested the hypothesis that the reasons about personality are predictive of voluntary resignation of male and female officers and workers. There was a report regarding some results bearing on turnover intention from a field study conducted in foreign-invested enterprise at Binh Duong Industrial Park in Viet Nam. This study presented a conceptual model of how job autonomy, procedural justice, distributive justice, decentralized-decision making, turnover intention in the Vietnamese context. The research tested the hypothesized relationships with data from one foreign-invested enterprise and discussed the results. Through data analysis, the results showed that employees will be impacted by organizational justice, performance, and so on. These influences have a significant effect on employees’ thinking as well as loyal with organization. After that there will act upon on their performance, for long time they will think about leaving from those companies. It means that from the result indicated some general factors influenced on turnover intention in the organization, especially in foreign-invested enterprise. They are job autonomy; procedural justice; distributive justice has negative effect on employees’ turnover intention. Moreover, centralized-decision making has positive impact on turnover intention.