| Summary: | 碩士 === 國立高雄應用科技大學 === 企業管理系碩士在職專班 === 105 === Since 1976, semiconductor industrial core technology in Taiwan have been raised up at the rank top three leading pride in the world wide; however, the professional competences of employees are the core value of the high-tech industry that presenting main factor directly affects the profits of enterprises resources in this rapidly changing environment.
To develop their own semiconductor industry, excellent Taiwanese semiconductor engineers have been the targets of head hunting. By offering high salary pay, bonus or other conditions, semiconductor companies of other countries intend to attract these professional engineers moving their current Taiwan-based jobs to foreign ones. Overseas job-hopping have being a crucial problem for Taiwan’s semiconductor industry.
In this case study, we have chosen among the semiconductor-related industry engineers as the main research object to cut-into the angle study of Training and Development, understanding locus of control, organizational commitment, Training and Development, core competence, moreover, turnover intention’s relationship between those variables.
According to the results we found, it shows that the internal and external locus of control traits are significantly different from the core competence of the semiconductor industry professionals. Human resource management has not only a positive impact on organizational commitment, but also a positive impact on the core competencies of semiconductor industry professionals. Organizational commitment has a negative impact on job hopping, moreover human resource management has also a negative influence on job hopping; however, the core competencies of the semiconductor industry professionals have drove toward to a positive way on job hopping.
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