Responsive image
博碩士論文 etd-0518113-003929 詳細資訊
Title page for etd-0518113-003929
Exploration of talent retention factors in Taiwan
Year, semester
Number of pages
Christina Y.P. Wang
Advisory Committee
Ming-Chu Yu
Date of Exam
Date of Submission
Pay Satisfaction, Socialization, Global talent retention, Global talent, Human capital management
本論文已被瀏覽 5714 次,被下載 397
The thesis/dissertation has been browsed 5714 times, has been downloaded 397 times.
As into the 21st century, the rapid development of information technology and knowledge economy has led to the age of globalization. On the other hand, the fertility rate walk down year by year in Taiwan, it brings the premonition that the supply of local labor force will decrease in the future. The needs of global logistics management and knowledge workers have become more dramatic. In this research, both qualitative and quantitative approaches are used to understand the relationship among human capital management and global talent retention. In qualitative research, we generalize what kind of global talent retention strategies are taken for global talent by three case companies. After classification the strategies, four major management functions be exploited what important factors of global talent consider to retain in the corporate. From the above discussion, we infer that each of the variables is essential for global talent retention. It does not matter which one is the most important factor in retaining the global talent. The key retention factors could distinguish to different level, for different level global talent, companies need to provide distinct retention practices. Hopes to deliver the importance of global talent, and remain the global talent effectively through business management.
目次 Table of Contents
論文審定書 i
致謝 ii
中文摘要 iii
英文摘要 iv

1.1 Research Background and Motivation 1
1.2 Research Objectives 4
1.3 Research Procedure 5

2.1 Global Talent Retention 7
2.2 Pay Satisfaction 12
2.3 Talent Development 14
2.4 Job Challenge 16
2.5 Culture- fit 17
2.6 Socialization 18

3.1 Research Framework 19
3.2 Qualitative and Quantitative Research 22
3.3 Data and Samples 24
3.4 Scale source 28

4.1 Qualitative Analysis 32
4.2 Quantitative Analysis 44

Chapter 5 CONCLUSION 55
5.1 Summary and discussion 55
5.2 Managerial implication 59
5.2 Research limitation 60
5.3 Further Research Suggestion 60

參考文獻 References
Alicke, M.D. (2000), “Evaluating social comparison targets”, Handbook of Social Comparison: Theory and Research. Kluwer Academic / Plenum Press, New York.
Bartlett, C.A. & Ghoshal, S. (1989), “Managing Across Borders. Boston”, Harvard Business School Press.
Becker, G.S. (1962), “Investment in Human Capital: A Theoretical Analysis”, Journal of Political Economy, Vol. 70(5), pp. 9-49
Becker, G.S (1975), “Human Capital”, New York: NY: Columbia University Press.
Becker, B. E., Huselid, M. A. & Ulrich, D. (2001), “The HR scorecard: Linking people, strategy, and performance”, Boston, MA: Harvard Business School Press.
Benson, G. S., Finegold, D. & Mohrman, S. A. (2004), “You paid for the skills, now keep them: Tuition reimbursement and voluntary turnover”, Academy of Management Journal, Vol. 47, 315–331.
Blau, G., (1993), “Further exploring the relationship between job search and voluntary individual turnover”, Personal Psychology, Vol. 46, pp. 213-330
Blau, G., (1994), “Testing a two-dimension measure of job search behavior”. Organizational Behavior and Human Decision Process, Vol. 59, pp. 288-312
Blundell, R., Dearden, L., Meghir, C. & Sianesi, B. (1999), “Human Capital Investment: The Returns from Education and Training to the Individual, the Firm and the Economy”, Fiscal Studies, Vol. 20(1), pp. 1-23
Branham, L. (2005), “The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it's too late”, New York.
Borstorff, P.C., Harris, S.G., Field, H.S. & Giles, W.F. (1997). Who’ll go? A review of factors associated with employee willingness to work overseas. Human Resource Planning, 20(3), 29-40.
Chambers, E.G., Foulon Handfield-Jones, H., Hankin, S.M. & Michaels, E.G. (1998), “The war for talent”, The McKinsey Quarterly, Vol. 3, pp. 44-57.
Chao, G. T., O’Leary-Kelly, A.M., Wolf, S., Klein, H.J., Gardner, P. D. (1994), “Organizational sicializtion: Its content and consequences. Journal of Applied Psychology, Vol. 79, pp. 730-743
Collins, R. L. (1996), “For better or worse: The impact of upward social comparison on self-evaluations”, Psychological Bulletin, Vol. 119, pp. 51–69.
Collings D. G., Annette B. & Scullion H., (2008), “The cross-cultural adjustment experiences of self-initiated repatriates to the Republic of Ireland labour market”, Employee Relations, Vol. 30(3), pp.264 – 282.
Cox, T. & Blake, S. (1991), “Managing cultural diversity: Implications for organizational competitiveness”, Academy of Management Executive, Vol. 5(3), pp. 45-56.
Folger, R. & Konovsky, M. A. (1989), “Effects of procedural and distributive justice on reactions to pay raise decisions”, Academy of Management, Vol. 32(1), pp. 115-130.
Gratton, L. (2000), “Living strategy: putting people at the heart of corporate business”, London: Prentice Hall.
Griffeth, R.W., Hom, P.W. & Gaertner, S. (2000), “A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the millennium”, Journal of Management, Vol. 26, pp. 463-488.
Grote, D. (2000), “The secret of performance appraisal: Best practices from the masters”, Across the board, May, pp. 14-20.
Harris, M.M., Anseel F. & Lievens, F. (2008). “Keeping up with the Joneses: A field study of the relationship among upward, lateral, and downward comparisons and pay level satisfaction”, Journal of Applied Psychology, Vol. 93(3), pp. 665-673
Hart, Z. P., Miller, V. D. & Johnson, J. R. (2003), “Socialization, re-socialization, and communication relationships in the context of an organizational change”, Communication Studies. Vol. 54(4), pp. 483-495.
Hatch, N.W. & Dyer J.H. (2004), “Human capital and learning as a source of sustainable competitive advantage”, Strategic Management Journal, Vol. 25, pp. 1155–78.
Hellriegel D., Slocum J.W. & Woodman R.W. (1992), “Organizational behavior”, St. Paul: West Publishing.
Heneman H.G. III & Schwab D.P. (1985), “Pay satisfaction: Its multidimensional nature and measurement”, International Journal of Psychology, Vol. 20, pp. 129-141.
Herzberg, F., Mausner, B. & Synderman, B. (1959), “The Motivation to Work”, John Wiley, New York.
Hom, P. W. & Griffeth, R. W. (1995), “Employee Turnover”, Cincinnati, OH: SouthWestern College Publishing.
Judge, T. A. (1993), “Validity of the dimensions of the Pay Satisfaction Questionnaire: Evidence of differential prediction”, Personnel Psychology, Vol. 46, pp. 331-355.
Kaplan, R.S. & Norton, D.P. (2004), “Measuring the strategic readiness of intangible assets”, Harvard Business Review, February, pp. 52-63.
Kenneth L. K., Greg L., & Jason D., (2011), “Capturing Value in Global Networks: Apple’s iPad and iPhone” University of California, Irvine, University of California, Berkeley and Syracuse University.
Khatri N., Budhwar P. & Chong T.F., (1999), “Employee turnover: bad attitude or poor management?” Singapore: Nanyang Technological University.
Kim, Sewon (2010), “Managerial Coaching Behavior and Employee Outcomes: A Structural Equation Modeling Analysis”, Doctoral dissertation, Texas A&M University
Klein, B., Crawford, R.G. & Alchian, A.A. (1978), “Vertical integration, approprible rents, and the competitive contracting process”, Journal of Law and Economics, Vol. 21, pp. 297–326.
Kogut, B. and Zarder, U. (1992), “Knowledge of the firm, combinative capabilities, and the replication of technology”, Organisation Science, Vol. 3(3), pp. 383-397
Lawler, E. (1971), “Pay and organizational effectiveness: A psychological viewpoint”, New York: McGraw-Hill.
Lawler, E. E. (1990), “Strategic Pay: Aligning Organizational Strategies and Pay Systems”, San Francisco, CA: Jossey-Bass.
Lawler III, E. E. (2005), “From human resource management to organizational effiveness”, Human Resource Management, Vol. 44(2), pp. 165.
Lazarova, M. & Cerdin, J. (2007), “Revising repatriation concerns: organizational support versus career and contextual influences” Journal of International Business Studies, Vol. 38, pp. 404-429.
Ledford, G. E. (1995), “Paying for the skill, knowledge, and competencies of knowledge workers”, Compensation and Benefits Review, Vol. 27(4), pp. 55-62.
Lee, T. W. & Maurer, S. D. (1997), “The retention of knowledge workers with the unfolding model of voluntary turnover”, Human Resource Management Review, Vol. 7, pp. 247–275.
Locke, E., (1976), “The Nature and Causes of Job Satisfaction”, The Handbook of Industrial and Organizational Psychology, Chicago, Rand-McNally
Lockwood, N. R. (2007), “Leveraging employee engagement for competitive advantage: HR’s strategic role”, Alexandria, VA: Society for Human Resource Management.
Mahoney, J.T. & Pandian, R. (1992), “The resource-based view within the conversation of strategic management”, Strategic Management and Marketing Journal, Vol. 13(5), pp. 363–80.
March, J.G. & Simon, H.A., (1958), “Organizations”, New York, Wiley.
Maslow, A.H. (1970), “Motivation and personality”, New York: Harper & Row
McClelland, D. (1961), “The Achieving Society”, New York: Van Nostrand Reinhold.
McLagan, P. A. (1980), “Competency Model”, Training & Development Journal, Vol. 34(12), pp. 22-26.
Milkovich G.T. & Newman J.M. (1999), “Compensation”, New York: McGraw-Hill.
Mobley, W.H. (1977), “Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover”, Journal of Applied Psychology, Vol. 62(2), pp. 238
Moorman, R. H., Blakely, G. L. & Niehoff, B. P. (1998), “Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?” Academy of Management Journal, Vol. 41, pp. 351–357.
Morgeson, F. P., & Humphrey, S. E. (2006), “The Work Design Questionnaire (WDQ): Developig and validating a comprehensive measure for assessing job design and the nature of work”, Journal of Applied Psychology, November, Vol. 91, pp. 1321-1339.
Novicevic, M. & Harvey, M. (2001), “The Changing Role of the Corporate HR Function in Global Organizations of the Twenty-First Century, International Journal of Human Resource Management, Vol. 12(8), pp. 1251-1268.
Nybo,G., (2004), “Personnel development for dissolving jobs: towards a competency-based approach?”, International Journal of Human Resource Management, Vol. 15(3), pp. 549-564.
O’Neil, A. D. & Hopkins, M. M. (2002), “The Teacher as Coach Approach: Pedagogical Choices for Management Educators”, Journal of Management Education, Vol. 26(4), pp. 402.
Quinn, J. B., Anderson, P. & Finkelstein, S. (1996), “Managing professional intellect: making the most of the best”, Harvard Business Review”, Mar-Apr, pp. 71-80.
Ready D.A. & Conger, J.A. (2007), “Make your company a talent factory”, Harvard Business Review, June, pp. 68–77.
Ready D. A., Linda A. H. & Jay A.C. (2008), “Winning the Race for Talent in Emerging Markets”, Harvard Business Review, November
Reichers, A. E., Wanous, J. P. & Steele, K. (1995), “Design and implementation issues in socializing (and re-socializing) employees”, Human Resource Planning. Vol. 17(1), pp. 17-25.
Ryff, C. (1989), “Happiness is everything, or is it? Explorations on the meaning of psychological well-being”, Journal of Personality and Social Psychology, Vol. 57, 1069–1081.
Rynes, S. L., Gerhart, B. & Minette, K. A. (2004), “The importance of pay in employee motivation: Discrepancies between what people say and what they do”, Human Resource Management, Vol. 43, pp. 381-394
Schein, E. H. (1988), “Process consultation”, MA: Addison-Wesley.
Scullion, H., & starkey, K. (2000), “In search of the changing role of the corporate human resource function in the international firm”, International Journal of Human Resource Management, Vol. 11(6), pp, 1061-1081.
Shawn M. Carraher, (2011), “Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania”, Baltic Journal of Management, Vol. 6(1), pp. 25–52.
Shore, L. M. & Wayne, S. J. (1993), “Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support”, Journal of Applied Psychology, Vol. 78, pp. 774–780
Steel, R. (1996), “Labor market dimensions as predictors of the reenlistment decisions of military personnel”, Journal of Applied Psychology, Vol. 81, pp. 421-428.
Ulrich, D. & Smallwood, N. (2004), “Capitalizing on capabilities”, Harvard Business Review, June, pp. 119-127.
Veale D. J. & Jeffrey M. W. (1996), "Mentoring and coaching as part of a human resource development strategy: an example at Coca-Cola Foods", Management Development Review, Vol. 9(6), pp. 19-24
Weiner, N. (1980), “Determinants and Behavioral Consequences of Pay Satisfaction: A Comparison of Two Models”, Personnel Psychology, Vol. 33(4), pp. 741–758.
Williams, M. L., McDaniel, M. A. & Nguyen, N. T. (2006), “A meta analysis of the antecedents and consequences of pay level satisfaction”, Journal of Applied Psychology, Vol. 91, pp. 392–413.
Wills, T. A. (1981), “Downward comparison principles in social psychology”, Psychological Bulletin, Vol. 90, pp. 245–271.
Yan, A., Zhu, G. & Hall, D. T. (2002), “International assignment for career building: A model of agency relationships and psychological contracts”, Academy of Management Review, Vol. 27, pp. 373–391.
電子全文 Fulltext
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:開放下載的時間 available 2014-06-18
校外 Off-campus:開放下載的時間 available 2016-06-18

QR Code