碩士 / 國立臺灣海洋大學 / 航運管理學系 / 102 / Facing the rise of emerging markets and fierce market competition and uncertain, how to enhance overall performance and reduce the staff turnover rate, improve the centripetal force of the business are the important issue for managers. Therefore, the purpose of this study is to unfold new members’ turnover intention consideration path in the maritime industry. This work uses organizational socialization and job embeddedness as proxy of employee needs and turnover intention and conduct an in-depth model building and hypothesis verification.
The study conducted questionnaire survey research, and 220 individuals were invited to join this research. A sample of 160 questionnaire were returned which yield 89% effective response rate. All the respondents were freshman within five years from Taiwan International Ports Corporation, Maritime and Port Bureau, shipping company and Freight forwarder as a research subject. The data were analyzed and verified by Regression Analysis. The study concludes the following findings:
1.Organizational socialization impact job embeddedness positively. Represents a new member suffered a higher degree of organizational socialization, fit with the organization, links, sacrificing relationships will be more closely.
2.Job embeddedness impact employee’s turnover intention negatively. Means that when the link with the organization's members, while the more closely the relationship between fit and sacrifice, the members are less likely to produce the idea of leaving the organization.
3.The association between organizational socialization and job embeddedness may be facilitated by employee needs. Indicate employees with a high need for achievement, the association will higher than employees with a low need for achievement significantly.
4.Employee needs has no moderate effect between organizational socialization and job embeddedness. Indicate we can’t distinguished which one has a better moderate effect from high need for affiliation or low need for affiliation.
5.The association between organizational socialization and job embeddedness may be facilitated by employee needs. Indicate employees with a high need for dominance, the association will higher than employees with a low need for dominance significantly.
| Identifer | oai:union.ndltd.org:TW/102NTOU5301060 |
| Date | January 2014 |
| Creators | Kao, Huang-Yen, 高煌彥 |
| Contributors | Ye, Kung-Don, 余坤東 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 70 |
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