A Role Perspective on Turnover Intentions: Examining Behavioral Predictors
碩士 === 國立新竹教育大學 === 教育心理與諮商碩士學位在職進修專班 === 102 === This article studied turnover intention systematically with role behavior of work and family filed. The independent variable of intra-role behavior, extra-role behavior and inter-role behavior is work engagement, organizational citizenship behavior a...
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ndltd-TW-102NHCT53290512016-11-06T04:19:21Z http://ndltd.ncl.edu.tw/handle/12861485206300669761 A Role Perspective on Turnover Intentions: Examining Behavioral Predictors 以職場與家庭角色行為探討影響離職傾向之因素 Kao Jui-Tang 高瑞堂 碩士 國立新竹教育大學 教育心理與諮商碩士學位在職進修專班 102 This article studied turnover intention systematically with role behavior of work and family filed. The independent variable of intra-role behavior, extra-role behavior and inter-role behavior is work engagement, organizational citizenship behavior and work-family conflict respectively. The samples were non-management employees of high-tech industrials in Taiwan. The data was collected via questionnaires. A total amount of 300 questionnaires were distributed and among which 240 effective copies were collected, which account 80.0% effective recovery rate. Path analysis is adopted for hypotheses testing. The results showed that work engagement, and work-family conflict had influence on turnover intention significantly. In addition, work engagement had positive significantly influence on organizational citizenship behavior. Finally, theoretical and practical implications, and suggestions for future researches are discussed. Chang Wan-Jing 張婉菁 2014 學位論文 ; thesis 64 zh-TW |
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碩士 === 國立新竹教育大學 === 教育心理與諮商碩士學位在職進修專班 === 102 === This article studied turnover intention systematically with role behavior of work and family filed. The independent variable of intra-role behavior, extra-role behavior and inter-role behavior is work engagement, organizational citizenship behavior and work-family conflict respectively. The samples were non-management employees of high-tech industrials in Taiwan. The data was collected via questionnaires. A total amount of 300 questionnaires were distributed and among which 240 effective copies were collected, which account 80.0% effective recovery rate. Path analysis is adopted for hypotheses testing. The results showed that work engagement, and work-family conflict had influence on turnover intention significantly. In addition, work engagement had positive significantly influence on organizational citizenship behavior. Finally, theoretical and practical implications, and suggestions for future researches are discussed.
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Chang Wan-Jing |
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Chang Wan-Jing Kao Jui-Tang 高瑞堂 |
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Kao Jui-Tang 高瑞堂 |
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Kao Jui-Tang 高瑞堂 A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
author_sort |
Kao Jui-Tang |
title |
A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
title_short |
A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
title_full |
A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
title_fullStr |
A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
title_full_unstemmed |
A Role Perspective on Turnover Intentions: Examining Behavioral Predictors |
title_sort |
role perspective on turnover intentions: examining behavioral predictors |
publishDate |
2014 |
url |
http://ndltd.ncl.edu.tw/handle/12861485206300669761 |
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