| Summary: | 碩士 === 義守大學 === 工業管理學系 === 107 === Excessive employee turnover rate will affect organizational performance, and increase the burden of personnel costs. The stability of personnel, whether it is the stability of supply or the stability of employee retention, has become the most important thing for enterprises to maintain competitiveness. In order to achieve the goal of attracting talents and retaining talents, how to design a salary system that meets the needs of employees is usually the most basic mechanism and the first step.
This study explored the relationship between salary system and turnover intention from the perspectives of employees. This study summarized the relevant literatures of the above-mentioned studies and conducted relevant discussions. For the research objects, a questionnaire survey was conducted by means of convenient sampling. A total of 212 valid questionnaires were collected and performed by SPSS statistical software. Statistical methods such as descriptive statistical analysis, reliability analysis, t-test, ANOVA, and regression analysis were executed to test research hypotheses.
The research results were shown as follows: 1.) the salary system has a negative relationship with the turnover intention, and the research results are consistent with the previous research results; 2.) Such demographic factors as age and seniority make significant differences on salary system and turnover intention; 3.) The moderating effects of age and seniority on the relationship between salary system and turnover intention are not found. Conclusion and suggestions were given for future studies as references.
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