| Summary: | 碩士 === 國立中山大學 === 國際經營管理碩士班 === 101 === Interior design companies in Taiwan face macroeconomic resource abandonment. The nature of being an interior designer under these circumstances involves hardship in manipulation of limited resources to create amiable products for end consumers. This dire nature often drives designers away in search of a company with better conditions. Under pressure of corporate survival, it is imperative that human resource personnel identify underlying problems regarding turnover intentions. Manageable practices must be developed and implemented to ensure working order optimized for successful talent retention and company growth.
The aim of this study is to understand and isolate the underlying reasons for interior designer turnover in Taiwan and seek a solution to raise the rate of retention. A mixed method, inductive grounded theory approach was undertaken to capture data from both qualitative face-to-face interviews with 13 interior designers and quantitative online questionnaires involving 40 interior designers all over Taiwan.
An interior design company is deemed attractive if it is renowned, fair, supportive, and allows for independence. However, these attributes may also translate into reasons to leave if alternative jobs provide comparatively better conditions. The average designer was found to leave only when a composite high level of job dissatisfaction is reached.
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