| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 98 === Turnover intention is always a very important issue in related research. Employee’s turnover intention will influence their turnover behavior directly. If enterprises can’t understand the employee’s turnover intention and to keep the employee that can create performance for organization to stay in the enterprises. It may result in enterprise can’t get profit effectively and will increase the cost about recruiting. Past research had indicated that employee’s work attitude (work ethic) is a key factor about turnover intention.
However, there was a discrepancy in some research about work ethic and turnover intention. We consider the leadership will influence employee’s work attitude and behavior obviously. So this research tries to use the interaction of leader’s behavior and individual’s ability to discuss their influence to turnover intention. Thus, there are four purposes of this study: 1. To discuss the relationship between work ethic and turnover intention. 2. To explore the moderate effect of abusive supervision between work ethic and turnover intention. 3. To explore the moderating effect of abusive supervision and human capital between work ethic and turnover intention.
The sample is the 1277 corporations in Market Observation Post System. We collect data by questionnaire survey and one manager one subordinate pair. There are 666 questionnaires sent out and 149 obtained. After taking off incomplete and invalid data, there are 135 valid questionnaires. We used confirmation factor analysis and hierarchical regression analysis to testify our hypotheses.
The finding indicated: 1. Work ethic is negatively correlated with turnover intention. 2. Abusive supervision may increase the relationship between work ethic and turnover intention. 3. The interaction of abusive supervision and human capital may moderate the relationship between work ethic and turnover intention. According to the above findings, the managerial implications are: 1. Enterprises should know the individual’s work value when recruiting. 2. Organizations should pay more attentions to abusive supervision. 3. Supervisors should use contingency style to treat their employees
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