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|Type of Document
||The analysis of person-organization culture fit and no-turnover intention |
Using data from employees of Chinese Petroleum Corporation
|Date of Defense
This article brings together some themes in organizational behavior: (1) the application of “Q-sorts” approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan.
We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level.
Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.
||Liang-Chih Huang - chair|
Gary Hu - co-chair
Heh Jason Huang - advisor
indicate in-campus access immediately and off_campus access in a year|
|Date of Submission