碩士 / 國立臺灣海洋大學 / 商船學系所 / 101 / Under the current market situations, in order to increase own competitive force and create competitive advantages, it becomes more and more important for an enterprise to attract and retain qualified personnel. Considering that GDP climbing year by year and high turnover rate of personnel remains in China, a suitable and useful personnel system (covering recruiting, trainings, and salaries) that can help searching and keeping talented and capable personnel and meet the requirements locally for the enterprise is crucial. That is, to grasp and use the talented efficiently not only can lower the disguised costs and shorten the run-in period but also can improve the satisfactory rates to the clients. That is, a rightful and powerful personnel system will be a cornerstone for the enterprise.
This dissertation is a study of the staffs who working for shipping and forwarding industries between the Taiwan Strait, analyzing issues for and between their working values, job satisfaction and turnover intention. There are 412 questionaries sent and among them 93% being received are effective. The findings of result are (1) job satisfaction for male are higher than for female for both sides of the Strait, (2) job satisfaction for the married are higher than those un-married for both sides of the Strait, (3) job titles are significant to turnover intention, resignation rates for non-managerial professionals are higher than those for managerial professionals, (4) The highest rate to resign is for age 26-30, and the lowest is for age over 50 in Taiwan, (5) The highest job satisfaction for Taiwan is for employees who having working period between 5-10 years，the 2nd high is for one year and under；the highest rate of resignation for China is for those employees who have only one or less
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year working period, the 2nd high are for 5~10 years working period,(6) Considering the job titles,trunover intention for sales related personnel are lower then administrative personnel for both sides of the Strait.
Applying the methods of regression analysis explains the relationship among three factors involving working values, job satisfaction, and turnover intention. The results proving that working value will affect their job satisfaction but being irrelevant to the resignation tendency for both Taiwanese and Chinese employees; while, job satisfaction is also one of the key factors to reflect the turnover intention. The perspectives provided here indicate some important factors of turnover intention including “Achievement and Job Development”, “Employee Benefit”, and “Managerial Management and Communication”. Besides these three factors,the factor of ‘Salary and Promotion’ is also very important for Chinese employees. That is to say, it will help to reduce the turnover intention if the job satisfaction is higher. Providing chances and trainings to the personnel will attract and keep the stay of talented personnel. Furthermore, the enterprise has to improve their own performance and competition in the markets at the same time for keeping excellent staff.
| Identifer | oai:union.ndltd.org:TW/101NTOU5728022 |
| Date | January 2013 |
| Creators | Pei-Chen Chen, 陳姵辰 |
| Contributors | Wei-Kuo Tseng, 曾維國 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 118 |
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