| 摘要(英) |
The effect of employee retention to corporate, it can be easily reflected by lower the rate of turnover. The higher turnover rate will cause the damage of corporate, so how to retain employee properly becomes the important topic for corporate. Some employees will choose to leave the damage company but some will choose to stay.
The study is focus on the employees of damage company, according to the promotion and advanced study opportunity divided into four types: Own promotion & Own advanced study opportunity, No promotion & No advanced study opportunity, Own promotion & No advanced study opportunity, No promotion & Own advanced study opportunity. By using the interview method to discuss the main retention reasons of employees.
The result finds out the prefer ranking of the four types are:Own promotion & No advanced study , No promotion & No advanced study ,Own promotion & Own advanced study , No promotion & Own advanced study.
The two types within the four categories are needed to deeply discuss, the reason conclude as below:
1.Own promotion & No advanced study:(1)Has good communication with supervisor (2)Excellent of work performance (3)Already owned high education background (ex. Master).
2.No promotion & Own advanced study:(1)The major has no relation with work (2) No promotion vacancy (3)Bad communication with supervisor (4)Worse of work performance (5)No convinced from colleagues. |
| 參考文獻 |
一、中文部份
丁志達，2001。企業與員工的保命聖經，臺北：生智出版社。
林慧芝，2005。激勵制度對留任意願影響之探討－以內部稽核人員為例，國立中央大學人力資源管理研究所碩士論文。
林欽榮，1996，社會科學概論，臺北縣五股鄉：李唐文化。
陳金貴，1996，員工升遷制度在人力資源管理中的考量。公務人員月刊。創刊號。46-49。
黃英忠，1989，現代人力資源管理。臺北：華泰書局。
黃富順，1992，成人學習的動機：成人參與繼續教育動機取向之探討，高雄：復文書局
張潤書，2003。行政學，臺北：三民書局。
劉俊昌，2002。企業文化契合度與留職傾向之研究－以中國石油公司為例。中山大學企業管理研究所碩士論文。
趙其文，1987。人事管理，臺北：華視出版社。
謝安田，1993。人力資源管理，臺北：著者發行
傳肅良，1987，人事行政學，臺北：三民書局。
蔡秀涓，1998，我國政府部門升遷現象之研究:從組織政治觀點分析。政治大學公共行政學研究所博士論文。
二、英文部份
Abelson, M. A. 1986. Strategic management of turnover: A model for the health service administrator. Health care Manage Review, Vol. 11, pp.61-71.
Barron, J. M., & Kreps, D. M. (1999). Strategic human resources : Frameworks for general managers. John Wiley And Sons, Inc.
Dalton, D. R., W. D. Todor, and D. M. Krackhardt,1982. “Turnover Overstated: The Functional Taxonomy＂. Academy of Management Review, Vol.7, PP. 117-123.
French, J. R. P., Jr., Rogers, W., & Cobb, S. (1974). Adjustment as a person-environment fit. In G. V. Coelho, D. A. Hamburg, & J. F. Adms (Eds.), Copong and adatation: Interdisciplinary perspectives. New York: Basic Books, 316-333.
Garrison, D. R. (1988). Empirically confirmed structure of factors associated with dropout in adult education. Adult Education quarterly,(38)4.199-210.
Genevieve, E. C.1990.Retention: Has it obstructed nursing’ s view? Nursing Administration, 14(4),70-75.
Mobley, W. H. 1977. Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62:237-240.
Mobley, W. H., Griffeth, R. W., Hand, H. H. & Meglino, B. M. 1979. Review and Conceptual Analysis of the Employee Turnover. Journal of Applied Psychology, 63(3): 493-522.
Price, J. L.,1977. The Study of Turnover. Ames: Iowa State University Press.
Price & Mueller,1981. Professional turnover: The case for nurses. Iowa:Iowa State University Press.
Robbins, S. P. (1993). Organizational Behavior, N. J. Prentice-Hall Inc.,PP. 670-673.
Tough, A. (1978). The major iearning efforts：recent research and future directions. Adult Education, 28(4),250-265.
Vardi, Y. (1980). Organizational career mobility: An Integrative model. Academy of Management Review, 5(5), 341-355. |
