The new labor pension act effective on July 1. 2005 effective, all brings not the impact to the employer and the laborer, the employer for the consideration enterprise profit, to salary policy, and motivation system whether can remind along with the retirement pension, makes the significant change.
In addition, according to is connected the domestic and foreign research demonstration, the work degree of satisfaction with leaves job the wish to have obviously is being connected, has drawn back the new labor pension act made rule since June 2004 male Browe, brings the impact to the enterprise is: The staff loyalty drops, leaves job the tide and the rate of flow increases, outside the work a package of increase and so on.After the employer has taken these measures, the relative staff is unable to the present work to meet its need, therefore this research attempts to understand after the fatigue draws back the newly made official implementation, the staff regarding the salary fair cognition, drive system satisfaction, work satisfaction with leaves job influence the tendency.
The research variable material obtains picks the provide questionnaire way, altogether sends out 500 questionnaire, the reflex winding effective sample number is 339, the effective reflex winding rate is 67.8%, after recycling effective questionnaire by SPSS statistical analysis way, picks ways and so on descriptive statistics analysis , correlation analysis, T-Test, one way anova, linear regression, makes variable research each construction surface the statistical analysis, discusses result of the research.
The results of the study were as below:
1.The different variable staff, it to the influence of employee intent to resignation in compensation justice, Satisfaction in the motivation, And job satisfaction to have the significance difference personally.
2.The compensation justice, to satisfaction in the motivation, intent to resignation to have the significance difference.
3.The satisfaction in the motivation, intent to resignation to have the significance difference.
4.The job satisfaction, to variable with intent to resignation to have the intermediary influence personally.
5.The job satisfaction, with intent to resignation to the compensation justice to have the intermediary influence.
6.The job satisfaction, to satisfaction in the motivation with intent to resignation to have the intermediary influence.
7.The different variable staff, the compensation justice, satisfaction in the motivation, the job satisfaction to intent to resignation to have the significance influence.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0611108-091948 |
| Date | 11 June 2008 |
| Creators | Chung, Ju-nan |
| Contributors | Jin-feng Uen, Shyh-jer Chen, Liang-chih Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0611108-091948 |
| Rights | unrestricted, Copyright information available at source archive |
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