| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系 === 100 === Employee turnover has always been regarded as one of the important management issues. Following the increasing importance of human resources, Taiwan's companies pay much attention to the implementation of employee’s career development. This study discusses the relationship between organizational career management and turnover intention. Drawing on exchange theory, the article examines mediating effects of leader-member exchange and reward justice between organizational career management and turnover intention. For the above-mentioned four variables, significant difference of demographic characteristics is also examined.
The sample of the study is employees of 12 electron related peripheral components manufacturing companies in southern Taiwan. A total of 350 questionnaires were sent, and 309 ones were returned. The valid response rate is 88.29%. The findings are as bellow.
1. There is a significant difference of organizational career management and leader-member exchange in education level. Besides, a significant difference of organizational career management, leader-member exchange and turnover intention in job positions also exists. In addition, age produces significant difference in reward justice and turnover intention, and so does seniority in turnover intention.
2. There is a negative correlation between organizational career management and turnover intention.
3. There is a partial mediating effect of leader-member exchange between organizational career management and turnover intention.
4. There is a partial mediating effect of reward justice between organizational career management and turnover intention.
This study suggests that organizations should establish more complete career management system and indeed do execution. In addition, organizations should enhance the good interaction between leaders and members. Besides, organizations should also increase the cognition of reward justice of employees to reduce turnover intention of employee.
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