The Relationship Research of Work Value, Job Involvement and Turnover Intention: A Case Study of X Life

• Main Authors: CHUNG WN KE, 鍾文科
• Other Authors: Li Wn Chih、Lin Wn Hsiang
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/00818804180201442142

碩士 === 國立高雄應用科技大學 === 商務經營研究所 === 100 === The concept of Global Village has gradually developed among industries. Each industry is facing keen competitions under globalization, especially in Mainland China. In order to improve Taiwan’s competitive advantage, the government created a stable relationship with Mainland China and signed Economic Cooperation Framework Agreement (ECFA). Furthermore, foreign-fund industries expect to make their way forward to Mainland China via Taiwan’s soft power since Taiwan and Mainland China share the same language, the same race, and similar cultures. Therefore, Taiwan had become a human resources exporter to Mainland China. The human resources contest between Taiwan industries and foreign-fund industries is a challenging task to be dealt with at present. Employment of life insurance industries in Taiwan is in high mobility; quantities of job opening and massive layoff cause high employee turnover rate. To improve human resources study of life insurance industries and decrease the employee turnover rate; this study aims to discuss the relationships between employee’s work values, job involvement, and turnover intention. In addition to discuss relationships between the three variables, this study will also focus on employee’s own characteristics variable, to see if it will cause any variations or not. This is a case analysis; the object of this study is an insurance business department of a financial holding corporation. There are 350 dispatched questionnaires; the overall responses are 335, after deduct those incomplete ones, there are 314 valid questionnaires. The effective response rate reaches 93.73%. After analyzing the statistical data, there are three following results. 1. Employee’s work value and job involvement have partly significant relevance. 2. Employee’s work value and turnover intention have partly significant relevance. 3. Employee’s job involvement and turnover intention have partly significant relevance.