The main purpose of this thesis is to study the cause and the consequence of job change. It seeks to explore why some people change job more frequently than others. It also examines the effects of job change such as salary and job satisfaction.. The sample of this study comes from Social Change of Taiwan 1996-1997. The main findings can be summarized as follows : 1. As for the times of job change : Someone who don¡¦t have any child and who haven¡¦t married yet or later and the with longer working experience have the tendency of changing his job more frequently than the others . Education, professional skills and the company¡¦s size of the first job is negatively correlated to the frequency of job change . 2. The frequency of job change is positive correlated to salary. 3. The correlation between the frequency of job change and job satisfaction is not proved.

The role of military instructor was quite important in the early age of development in Taiwan.Military instructor dedicate much of their time and efforts for keeping safty and harmony inside school,but their social status has been queried by Taiwan society. It is important for education administration and military instructor to understand the career anchor. The purpose of this study are to find the relationship between recognition of changing in external environment,career anchor & job change intention-An example of military instructor in college.This research uses t test,single variance analysis,pearson analysis and step-by-step regression to study the relations of variance.800 questionnaires were released.419 are available.The results of this research result from the statistical analysis of three variables.They are recognition of changing in external environment,career anchor & job change intention. According to the analysis of the research data,we can get the findings of the study as follows¡G 1.The recognition for social support of organization has negative influence to turnover. 2.The recognition for development of organization in the future has negative influence to outbound after resign. The recognition for social surpport of organization has positive influence to outbound after resign. 3.The interaction between the recognition for social surpport of organization and anchor of service/challange has negative influence to turnover. 4.The interaction between the recognition for development of organization in the future and anchor of service location has negative influence to outbound after resign. It is hoped that this results will provide useful information to the policy and decision makers as well as education administrations on how to manage and improve the quality of a military instructor's service on a campus.

Analyzing the development of the consequences of voluntary job changes in Germany between 1985 and 2013, the study focuses on income gains and job satisfaction increases. Drawing on arguments of the job-search literature on the one hand and the proliferation of choices on the other we investigate whether the returns of job changes have increased or decreased. Results show that income gains have decreased over time while the job satisfaction surplus has remained stable. We further conclude that in determining the outcomes of job changes over time, structural factors seem to be more important than individual ones.

SAbstract tudies have shown that person-organization (PO) fit and person-job (PJ) fit will affect an individual¡¦s work attitude. In addition, person-group (PG) fit has commonly been reported as a determinant to job performance and satisfaction. PO, PG or PJ fit can explain work variability separately, however, identification of their relationship will add to our understanding of why job performance, job satisfaction or job change intention differs in different levels of fit. This work will assist in the development of job congruence strategies to improve productivity and reduce turnover rates. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction, job performance and job change intention. The participants in this study are food & beverage employees in the hotel industry in Taiwan. This study asked 21 cooperating hotels to choose one restaurant. Questionnaires were sent to all employees in the restaurant. The valid returned questionnaire sample was 340. The Spearman Correlation was used to analyze the fitness between the person and each level of environment. Multiple Regression was used to analyze the impact of each level of fit on job attitude. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction and performance and the lower the job change intention. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PG and PJ fit have independent and interactive impacts on job satisfaction, job performance and job change intention.

In the times of globalization, informationization, rapid changing knowledge economy, corporate are facing intensive challenges. Management team knows that they should not only focus on competitive landscape but also enhance human capital in order to strengthen competitiveness and rejuvenate the organization. Accordingly, employees are motivated by every kind of intentions. They regard the degree of support of their work in the organization, the more they satisfy, the more they feel interested with the job, which might commit themselves to meet the organization¡¦s goal and be proud to be one of the whole team. This research is to test if employee perceived organizational support has an mediating effect to high performance work systems and employee¡¦s job change intention. This study collects data along with a 2- phase questionnaire, which were filled out by first-line servicing employee, with a total of 260 valid samples. In phase I analyzed high performance work system measurement result, phase II started 2 weeks after phase I questionnaire in order to prevent common method variance, which collected perceived organizational support and employee¡¦s job change intention. In this study, the result shows that high performance work systems have a significant impact on employee perceived organizational support, and have the negative impact on employee¡¦s job change intention. Moreover, employee perceived organizational support has a negative impact on employee¡¦s job change intention while it has the mediating effect between high performance work systems and job change intention. Keywords¡GHigh Performance Work Systems, Employee Perceived Organizational Support, Employee's Job change intention

Cette thèse de doctorat, réalisée sous la direction du Pr. Catherine Hellemans, est issue d’un projet de recherche interdisciplinaire financé par l’Université Libre de Bruxelles et intitulé « Mobilisations professionnelles et engagements personnels dans le travail contemporain :les nouvelles tensions des espaces de qualification ».Les carrières contemporaines sont depuis quelques années considérées comme des carrières sans frontières, qui se déploient à travers de multiples organisations, professions et cadres culturels. En raison notamment des transformations du marché du travail, la mobilité professionnelle – définie comme une transition de rôle professionnel impliquant un changement de position, de tâches et/ou de responsabilités – marque de plus en plus les parcours professionnels. Elle est devenue pour les organisations une stratégie empreinte de réactivité et de flexibilité.Nos recherches visaient à déterminer les enjeux de la mobilité, c’est-à-dire, les raisons pour lesquelles elles sont entreprises par les organisations et les individus, et leurs conséquences. Plus précisément, il s’agissait d’établir la mesure dans laquelle une mobilité, en tenant compte de ses caractéristiques (volontaire ou non ;réussie ou non), influence ou non l’engagement au travail du travailleur, son implication à l’égard de l’organisation, son sentiment de bien-être, et son attitude à l’égard de futures mobilités. Les études ont été menées au sein de trois secteurs d’activités :le secteur bancaire, le secteur infirmier et le secteur de la recherche universitaire. Ce sont les mobilités inter- et intra-organisationnelles qui étaient au coeur de nos investigations dans les deux premiers secteurs, et les mobilités internationales dans le troisième.Les résultats ont mis en évidence que les différents types de mobilité sont liés à des enjeux relativement distincts et que, de manière générale, une mobilité organisée dans de bonnes conditions peut être un levier motivationnel. L’évolution des carrières lance vraisemblablement de nouveaux défis aux travailleurs, aux organisations et à nos sociétés. / Doctorat en Sciences psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished

No description available.

Det finns olika beskrivningar av hur generation Y beter sig på arbetsmarknaden varav en återkommande är att de ofta byter jobb. Det finns även tidigare forskning kring hur arbetstrivsel kan motverka personalomsättning och här nämns bland annat den inverkan som belöning kan ha. Syftet med detta arbete är att uppnå en hermeneutisk förståelsetillväxt för generation Y:s syn på framtida arbetsliv och deras resonemang kring inre och yttre belöning. Lawler och Porters (1967) motivationsteori behandlar belöning och arbetstrivsel och kopplar detta till fenomen som personalomsättning. Likt mycket annan organisationsforskning som berör företagsekonomiska problem utgår de från en mer funktionalistisk, kvantitativ ansats. I denna studie har semistrukturerade intervjuer genomförts som sedan tolkats genom tillämpningen av en hermeneutiskt spiral. Utifrån detta tolkningsarbete kunde slutsatsen dras att relationer och utvecklingsmöjligheter kan kopplas, både direkt och indirekt, till arbetstrivsel och spelar en central roll i generation Y:s framtida arbetsliv och deras intentioner att stanna eller lämna ett arbete. Vidare visar studien att det även finns normer kring jobbyte som företeelse vilket generation Y har att förhålla sig till. Studien bidrar till en mer holistisk förståelse kring generation Y och kan ge organisationer en ökad medvetenhet kring normer om jobbyte samt förhoppningsvis leda till en utökad förståelse för dagens och morgondagens arbetskraft. / The behaviour of Generation Y in the labor market has been described in several different ways, one of the recurrent descriptions is that they often change jobs. There are also previous research about how job satisfaction can counteract turnover and amongst other things the impact of rewards are mentioned within this research context. The purpose of our study is to attain a growth of hermeneutic understanding about the future work life of Generation Y and their reasoning about intrinsic and extrinsic rewards. Lawler and Porters (1967) theory of motivation deals with topics like rewards and job satisfaction and links these to phenomenon such as turnover. They, as well as much other organizational research, have a functionalist, quantitative point of view while dealing with problems related to business economics. Semi-structured interviews have been conducted and later interpreted through the application of a hermeneutic spiral. Based on this interpretation process we have reached the conclusion that relations and development possibilities can be linked, bothdirect and indirect, to job satisfaction and that they play a central role in Generation Y’sfuture work life and that these elements also influence intentions to stay at or leave a job. Furthermore our study shows that job change is a phenomenon surrounded by norms that Generation Y has to relate to. Our study contributes to a more holistic understanding of Generation Y and can give organizations a raised awareness about norms related to job change and hopefully lead to an extended understanding about the work force of today and tomorrow.

No description available.

One in three employees in Sweden experiences work-related health problems due to stress, high workload etc. This can result in ill health with problems such as anxiety and sleep problems. An increasing number of adults are changing careers due to these circumstances. This study examines which factors can impact a decision of changing careers, how the decision-making process is carried out and how a midlife career change can affect the individual’s well-being for the better. The study was based on aqualitative method with seven respondents, who had all made a career change. The study aims to answer the following questions:- Which influencing factors can lead to a career change?- What does the process of decision-making within career change look like for individuals experiencing ill health?- Can a career-change result in a better well-being, health and self-esteem?The following theories have been applied in the study: Hodkinson and Sparkes Careership theory, Albert Bandura's Theory of Self-efficacy and Work-life balance. The results of the study show that the main factors leading to a career change are mental health issues, stress and general well-being. Other common factors have been the desire to find a more meaningful job and achieve better balance in life. The result of the study also shows that the decision-making process for individuals with ill health changing careers can vary, where some underwent voluntarily and others involuntarily breaking points. The result also shows that individuals often make choices based on their action-horizon and well-known fields, but that logic, reason and emotions all come to play when changing careers. In the result it has emerged that support from relatives such as family and friends has been a significant part, but also that study and career-counselors had an important part. In terms of well-being, health and self-esteem, the results show that all respondents experience an improved overall-health after their career change.