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Dissertations / Theses on the topic 'Intention to leave the organization'

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Published: 4 June 2021

Last updated: 10 February 2022

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1

Hilton, Paula Evangeline. "The influence of verbal abuse on intention to leave an organization among registered nurses." CSUSB ScholarWorks, 1989. https://scholarworks.lib.csusb.edu/etd-project/548.

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2

Nisipeanu, Damar Sandbrand. "Psychometric properties of the Intentions to Leave the Organization Scale (ILOS): a cross-cultural study." Instituto de Psicologia, 2015. http://repositorio.ufba.br/ri/handle/ri/19025.

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Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-04-18T15:30:19Z No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, checksum: aea739c283b100e40a4aa379e5b6e3dc (MD5)<br>Approved for entry into archive by Ana Portela (anapoli@ufba.br) on 2016-05-02T12:41:49Z (GMT) No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, checksum: aea739c283b100e40a4aa379e5b6e3dc (MD5)<br>Made available in DSpace on 2016-05-02T12:41:50Z (GMT). No. of bitstreams: 1 Dissertação de Damar Sandbrand_Dissertacao.pdf: 1333601 bytes, chec

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Williams, Brendan Edward. "Job Satisfaction, Organizational Culture, and British Nurses' Intention to Leave Employment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1952.

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In spite of decades of research, concerning nurse's intention to leave their employer (ITL), in 2011, 31.2% of the British nurses surveyed indicated they had formed an ITL. Grounded in reasoned action theory as developed by Ajzen and Fishbein, the purpose of the correlational study was to provide hospital managers with information regarding the relationship among nurse's job satisfaction (JS), organizational culture (OC), and ITL. The archival data from the 2011 NHS Staff Survey included responses from nurses (n = 21,257) across the British National Health Service. The Spearman's rho correlate

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4

Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and manag

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com, psychologist@141, and Dawn Valerie van Loggerenberg. "Australian volunteers in the health sector: Antecedents to volunteers intention to leave." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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This study focused on the Australian health sector, examining the factors that influence the intention of volunteers to leave their employing organizations. There is a general scarcity of research concerning volunteer work, and understanding health sector volunteers is particularly important due to the significance of their contribution in Australia. In exploring volunteer work, this study has utilized a variant of the Mathieu and Zajac (1990) model of organizational commitment. In the health sector much of the work performed by volunteers is very similar to that done by paid employees. In add

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6

Liu, Yufan. "Investigating turnover intention among emergency communication specialists." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001357.

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7

Aicher, Thomas Joseph. "How sexism leads to intentions to leave an organization among coaches of women's teams in Division I intercollegiate athletics." Thesis, [College Station, Tex. : Texas A&M University, 2007. http://hdl.handle.net/1969.1/ETD-TAMU-1542.

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8

Guchait, Priyanko. "Human resource management practices and organizational commitment and intention to leave the mediating role of perceived organizational support and psychological contracts /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4912.

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Thesis (M.S.)--University of Missouri-Columbia, 2007.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on January 3, 2008 ) Includes bibliographical references.

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9

Murashkin, Maxim, and Johanna Tyrväinen. "The black box of human resources: The effect of high performance work systems on organizational commitment, work engagement and intention to leave." Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161375.

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Employee attrition is a critical issue for organizations as retaining the best professional talent and controlling the costs linked to losing and employing new employees is a costly process. This is especially true for small and medium-sized enterprises that have limited resources and where every individual employee is a big part of the collective effort of the company. It has been argued that in most organizations the utility of human resources is not maximized and that investments in the right human resource practices would provide returns that exceed the costs. The unclear relationship betw

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10

Ghafoor, Muhammad. "Antecedents and consequences of job satisfaction : evidence from Pakistani universities." Thesis, University of Dundee, 2014. https://discovery.dundee.ac.uk/en/studentTheses/1d0082e1-42f2-42bb-9698-49ea2469660d.

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The study of human labour and its social organisation is central to our understanding of the development of human work and satisfaction. Within the developing parts of the world in the Twenty First century the question of organising work in order to facilitate growth and development is of great importance. Middle income economies, such as Pakistan, future lies with satisfying both the demands created by the basic needs of a large and growing unskilled urbanising population and the higher level needs generated by a small, yet growing, educated and skilled workforce. The current study briefly ex

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11

Su, Hui-fang. "The relationship among management style, participation in decision making, organizational commitment, and intention to leave for staff nurses working in hospitals in Taiwan /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

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12

Randon, Sophie. "L'influence des trois formes de tensions de rôle sur l'absentéisme et l'intention de départ du personnel infirmier." Thesis, Lyon 3, 2015. http://www.theses.fr/2015LYO30039/document.

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De plus en plus de contraintes pèsent sur les organisations avec de plus en plus de règles et de procédures à respecter. Ces contraintes ont une répercussion sur les salariés et se traduisent notamment par un surcroît de pression et de stress. Le secteur de la santé n’est pas épargné par ce phénomène de société avec des défis majeurs à relever : contenir l’augmentation des dépenses de santé, faire face aux progrès de la médecine et de la technologie, faire face également à la pression du public pour l’amélioration de la qualité et de la sécurité des soins, et répondre à une demande accrue due

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13

Magne, Julie. "Etude de dimensions personnelles, relationnelles et attitudinales dans l'intention de quitter un emploi traditionnellement féminin : quelle place accorder au sexe et aux stéréotypes de genre ?" Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0419/document.

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Cette recherche doctorale a pour objectif de préciser le rôle du sexe et des stéréotypes de genre dans les dimensions attitudinales et relationnelles en jeu dans l’intention de quitter un emploi traditionnellement féminin. Pour ce faire, cinq études ont été réalisées. Les quatre premières ont trait à la construction d’un outil évaluant l’identification aux stéréotypes de genre alors que la cinquième investigue le rôle de cette dernière et du sexe dans les modèles classiques du turnover.La première étude a été réalisée auprès d’un échantillon de 498 étudiants. Elle a permis de préciser les stér

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Ahmad, Azlinzuraini. "Predicting intention to leave among professional workers in Malaysia." Thesis, University of Leeds, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589039.

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Research into employee turnover has been published in previous decades, although more empirical evidence and dissemination of practical information is needed to further illuminate the relationship between work-life balance and intention to leave. There is considerably less research on this topic as it has only been discussed in theoretical terms (i.e. Grzywacz & Carlson, 2007; Morris & Madsen, 2007; Peterson, 2004), particularly in the context of a developing country such as Malaysia. The present study provides empirical evidence and an exploration of these issues within the Malaysian context

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Khwela, Nonjabulo Pruttia Amanda. "Leadership expectations, engagement and intention to leave / Amanda Khwela." Thesis, North-West University, 2011. http://hdl.handle.net/10394/10286.

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Due to globalisation and resulting work mobility, organisations are forced to compete for talented people. As a result organisations are starting to realise the importance of their human capital, human capital is viewed as the greatest contributor to organisational success. This is evident through the war for talent throughout the world. All organisations are fighting to have the best people as it is believed that talented people add value to the bottom line of the business and give the business a competitive edge. In an attempt to retain talented people, the needs and expectations of these pe

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16

Van, Loggerenberg Valerie. "Australian volunteers in the health sector : antecedents to volunteers' intention to leave /." Murdoch University Digital Theses Program, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20090409.113755.

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17

Botsford, Whitney E. "Psychological contracts of mothers does breach explain intention to leave the workforce? /." Fairfax, VA : George Mason University, 2009. http://hdl.handle.net/1920/4526.

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Thesis (Ph.D.)--George Mason University, 2009.<br>Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.

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De, Vos Nele. "Generations and intention to leave current job : Belgian nurses in the workplace." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21704.

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This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary

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19

Clancey, To Ling-chu Edith, and 屠凌珠. "Applying Fishbein's theory of reasoned action to assess intention to leave abusive relationships." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B43893454.

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Clancey, To Ling-chu Edith. "Applying Fishbein's theory of reasoned action to assess intention to leave abusive relationships." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13744525.

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21

Bhatta, Sabitri. "Understanding the Intention to Leave the Job among U. S. Home Health Aides." Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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22

Marzara, Maryam. "The impact of organizational culture on individuals? decisions to join, stay, or leave an organization." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10146130.

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<p> Organizational culture has been a topic of interest throughout all industries and has become a phrase studied in business and academic literature. With the Millennial generation now in the workforce, organizations employ workers of various age groups and generations. With increased scrutiny on organizational culture, the widely varying age ranges of employees, and a competitive workforce, it is not surprising that organizations are considering the role their organizational cultures play in both recruitment and retention. This case study examined the impact of organizational culture on work

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23

Alfred, Crystal M. "Bullying: The Impact on Intention to Leave of Generational Members in the Acute Healthcare Setting." The Ohio State University, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=osu1523948285771456.

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24

Willis-Walton, Susan M. "Nutrition for Some: A Comprehensive Study of Why Eligible Families Leave the WIC Program." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/27659.

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A comprehensive survey of more than 1,500 former participants in the Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) along with more than 300 semi-structured interviews with former WIC participants were designed and conducted in order to identify the barriers influencing eligible program participants to leave the program prematurely. Results from the two phases of data collection were used to determine why eligible families are leaving the WIC program, to better understand the program participation barriers cited by former program participants in order to facilit

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25

Sadien, Aaishah. "The effect of stress, burnout and emotional labour on intention to leave amongst call centre employees." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2428_1305262126.

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<p>Further findings of the current study are: there are significant differences in stress based on employees&rsquo<br>gender and tenure, a significant difference in burnout with regards to gender and employment type, and significant differences between emotional labour based on gender and tenure. However, no significant difference was found between burnout and tenure, nor was there a significant difference between emotional labour and employment type. Recommendations are made to alleviate the effects of stress on call centre employees which in turn, will minimise the effects of burnout and emo

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Jordaan, Sonet. "Leadership empowerment behaviour, job insecurity, engagement and intention to leave in a petrochemical organisation / S. Jordaan." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2261.

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The significant change that organisations must endure in order to survive, let alone prosper, has grown tremendously in the past two decades. The lack of talent, especially amongst the previously disadvantaged groups, is one of numerous challenges South African organisations are confronted with. Organisations are therefore required to determine indicators of intention to leave as it is argued to be the single most important predictor of actual quitting behaviour. Variables found to relate to intention to leave include a sense of powerlessness and a lack of engagement. The objective of this stu

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Pretorius, Wilmari. "The psychological contract : personal and job-related variables and the intention to leave / Mali Wilmari Pretorius." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10345.

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Globally, employees are experiencing extensive change in the workplace. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and imply that rationalising of jobs is inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs and seek alternative employment. This increases their intention to leave (Iyo & Brotheridge, 2004). The researcher is interested in determining how satisfied employees are with their life in general, in their jobs, and whether the constructs at hand can lead to an intent

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Amanambu, Rochelle Aneeta. "An investigation of the intention to leave or stay of health care professionals at St. Andrews Hospital." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011091.

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Background: The demand for and retention of talent worldwide is aggravated by revolutionary trends that include global competition, demographic changes and technological advances. In South Africa this phenomenon according to Frost (2002) is further challenged by the emigration of skilled people; the relative scarcity of specialist and managerial employees; employment equity and affirmative action procedures. But the development of strategies first requires an understanding of the factors which influence decisions to leave or stay particularly in rural and remote areas. St. Andrews Hospital is

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Springs, Michael Jerome. "Examining Organizational Conflict Management Style Climate| Moderator of Job Satisfaction and Intent to Leave a Management Consulting Organization." Thesis, Northcentral University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732054.

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<p> Employee job satisfaction and reasons for employee turnover have been studied for years; however, they continue to be critical issues for organizations. Various researchers have found that the turnover rate of knowledge workers appears relatively high compared to that of workers in the past. Studies have further indicated that a constructive approach to conflict is essential to increased employee satisfaction, retention, and productivity. The specific business problem was the low job satisfaction and retention levels of employees because of organizational climate preference for a partic

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Walters, Irma Elzette. "Intentions to leave the workplace : the role of unfulfilled promises / Irma Elzette Walters." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2043.

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Bam, Lize. "Job insecurity, job satisfaction, social support and intention to leave of process controllers in a South African petro-chemical company / Lize Bam." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4803.

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With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The p

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Guedes, Margarida Daniela Delgado. "Employees’ intention to leave their organization : a signal detection theory approach." Master's thesis, 2021. http://hdl.handle.net/10400.14/35188.

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Employee turnover represents a big problem for organizations. It generates huge costs for organizations and employees. Therefore, it is imperative to decrease turnover rates. The first sign of turnover is turnover intention. To prevent the actual turnover, it is necessary to know which aspects tend to raise turnover intention. There can be stated two main goals in this study, with signal detection theory as baseline: 1) determine which variables act as signals that determine the presence of employees´ turnover intention, 2) understand how much is the incremental risk of employees not disagreei

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Hsieh, Yu-Ling, and 謝有菱. "The effect of organizational and professional commitment on intention to leave organization and profession among nurses." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/69703124669858536115.

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碩士<br>國立中央大學<br>人力資源管理研究所在職專班<br>103<br>High turnover rate in nursing staff leads to the nursing workforce insufficiency in Taiwan. It directly or indirectly affected nursing ecology that the uncertainty of social environment, high diseases infection rates in medical environment, the budgetary constraints caused by National Health Insurance (NHI) implementation and pressure of working in shifts and hospital accreditation end in nursing workforce shortage, high turnover rate and low recruitment. This study investigated if the correlation between professional commitment and organizational commit

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Wang, Jin-Lian, and 王金蓮. "Factors associated with intention to leave the organization or to leave the profession among clinical nurses in Taiwan." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/63746469022709066688.

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碩士<br>國立陽明大學<br>醫務管理研究所<br>103<br>Introduction: The widespread nursing shortage and nurses’ high turnover rate are multifaceted and complex factors a global issue. In Taiwan, The implementation of National Health Insurance (NIH) in 1995 changed the needs and demands of healthcare consumers. There has been an increasing demand for nurses. Taiwan healthcare settings face difficulties in recruitment and retention of nursing staff. Previous studies on turnover intentions among nurses were limited by small sample size or including only a few institutions. Purpose: The objectives of this study were

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Chuang, Chen-Chen, and 莊真真. "A Study of Career Planning and Intention to Leave of Employees after the Organization being merged." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/82154448523653311782.

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碩士<br>淡江大學<br>管理科學研究所企業經營碩士在職專班<br>96<br>Through acquisitions, companies achieved the purpose of faster growth. However, in the process of acquisition, the employees of the acquired company not only have to adjust psychologically to the change, but also have to learn and to accept to the culture of the acquirer and to adjust their career and life plans. In many cases, these employees often choose to resign after a period of adjustment time. Theoretically, the acquirer‘s organizational structure should be more competitive than the acquired company''s. Then, why would the acquired company’s empl

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Kennedy, Shakira A. "Intention to leave and organizational commitment among child welfare workers." 2006. http://etd.utk.edu/2006/KennedyShakira.pdf.

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CHUNG, TENG-WEI, and 鍾騰緯. "How Ethical Leadership, Person-Organization Fit, Work Engagement, and Organizational Identification Influence Intentions to Leave." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/83f9cb.

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碩士<br>國立高雄科技大學<br>行銷與流通管理系<br>107<br>In recent years, frauds in financial service industry have increased dramatically. This leads ethical philosophy issue to be valued. With efforts to reduce unethical behavior, ethical leadership draws great attention in both academic and practical fields. A company needs to rely on a leader who not only behaves in an ethical manner but enables to construct ethical climate from the top down, setting a good example for workforce. Therefore, it would allow the company to maintain long-lasting competitive advantages. This study aims to examine whether better et

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Liao, Ruei-Yuan, and 廖瑞原. "Relationship between motivation for further education and intention to leave an organization : the moderating effects of external opportunity and organization retention practices." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/9ty42r.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>96<br>This research looks at the effects of changes in various kinds of motivation for further study on increases in human capital. On the basis of planned behavior theory, it also examines how both motivation for further study and human capital influence an employee''s intention to leave his job. Finally, it also discusses the moderating effects of external labor market opportunity and organization retention practices on the relationship between human capital and intention to leave. At Stage 1 of this longitudinal study 1721 questionnaires were sent out and 1004 v

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Hung, Pei-Lin, and 洪沛琳. "Exploration of relationship among Professional Commitment, Healthy Organizations and Intention to leave the Organization and Professional of Health Promoting Hospital Nursing Staffs." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/59qn9t.

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碩士<br>輔仁大學<br>公共衛生學系碩士班<br>97<br>Objectives: This research investigated the relationships among professional commitment, healthy organization, demographic factors and job factors with intention to leave the organization and professional of nursing staffs. Methods: A purposive convenience sample from the Taipei County through the World Health Organization Health Promoting Hospital Network Certification of the public hospital was enrolled in the survey by self administered questionnaire. The effective rate was presented as 89.2% in 267 received responses. Results: The organization leaving intent

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Lin, Yu-Chen, and 林妤蓁. "Person-Organization Fit, Perceived Supervisor Support, Perceived Peer Support, and Intention to Leave of Generation Y in Taiwan." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/92235244551443956743.

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碩士<br>國立臺灣師範大學<br>國際人力資源發展研究所<br>102<br>Generation Y will become the main work force in the near future. Employees who belong to Generation Y exhibit very different characteristics from the older generations. No doubt organizations will face the challenge of retaining and managing talents of this new generation. Moreover, whether an organization provides what the employees need and sufficient level of support are two main concerns of this new generation, as shown in the literature. Therefore, this study incorporated person-organization fit, perceived supervisor support and perceived peer suppo

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Campbell, Stacy M. "The best of intentions understanding the motivational forces influencing an employee's intent to leave (or not leave) the current organization /." 2007. http://purl.galileo.usg.edu/uga%5Fetd/campbell%5Fstacy%5Fm%5F200708%5Fphd.

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Sung, Chih-Yung, and 宋志勇. "The Influences Research of Human Resource Practices on Taiwanese Expatriate to China Employee’s Organization Commitment and Leave job intention." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/58534115162840178352.

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碩士<br>國立中央大學<br>人力資源管理研究所碩士在職專班<br>97<br>This research mainly explores the influence of Human Resources Management measures exp. Compensation & Benefits, Training & Development, Job Characteristic, and repatriation arrangement on resignation tendency and organization commitment from expatriates who assigned to Mainland China in Taiwan funded companies. There are four purposes of this study, which are: (1).explore the positive influence of each Human Resources Management measure on resignation tendency and organization commitment; (2).seek for positive influence of Human Resources Management me

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YEN, SONG CHIU, and 宋秋燕. "A study on the relationship between employee’s perceived employability developed by organization and intention to leave─evidence from bank in the Financial Holding Company." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/18394701049868852962.

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碩士<br>南台科技大學<br>技職教育與人力資源發展研究所<br>94<br>Abstract With the emergence of the 21st century, the choice of occupational careers entered a borderless era : • based on one's own pursuit of professional and staff's career interests, • seeking better working opportunities, • growth opportunities within the same or different enterprises and job , • working irregularly within the same enterprise. Since the introduction of Financial Holding Company Law, we see a tremendous changes with high turnover in the world of finance. The Banking and Finance industry can assist their employees in adapting to the ch

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Kao, Jhih-Wei, and 高智偉. "The effects of Organizational and Professional Commitment on people's Intentions to Leave Organization and Profession：Take the senior citizens' welfare institutions as the example." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/xepq74.

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碩士<br>世新大學<br>社會心理學研究所(含碩專班)<br>96<br>Along with the aging social, the elder’s institutionalized care and the Congregate Housing become the new trend to provide for the aged lifespan. In order to provide the elders live in the institution with all their needs, the people work here must provide the service all the time. And it is a serious question that these works turnover highly. Especially, nurses and social workers are two kinds of the most important professional staffs in the senior citizens’ welfare institutions. Their different professional characteristics could make their organizational

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HUANG, LING-YA, and 黃鈴雅. "A Study on the Relationships between Person-organization Values Fit and Job Satisfaction, Intention to Leave and Referral Willingness:Taking the National Army as an Example." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tx5f2m.

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碩士<br>銘傳大學<br>諮商與工商心理學系碩士在職專班<br>106<br>The aim of this study is to determine the correlation between the individual–organizational value fit, career satisfaction, turnover intention, and the willingness of recommendation. Investigating how work value of the national military personnel and the military-organization fit influence to the individuals’ career satisfaction and further affecting the individuals’ turnover intention and the willingness of recommendation from the perspective of the active duty soldiers. A questionnaire survey approach was employed and the data were collected from the a

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YANG, YA-TING, and 楊雅婷. "The Exploration of Relationship Among Job Stress, Professional Commitment and the Intention to Leave the Organization and Professional — An Example From the Taiwanese Pharmaceutical Industry Sales Representatives." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/7ajz3e.

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碩士<br>輔仁大學<br>公共衛生學系碩士班<br>98<br>Objective: This study investigated the relationships among demographic factors, job stress and professional commitment on the intention to leave organization from the Taiwanese pharmaceutical industry sales representatives. Methods: By using purpose sampling method to collect the sample of Taiwanese pharmaceutical industry sales representatives. And the sample must be qualified for the tenure in current organization over three months. Besides, they were enrolled in this study by self-administered questionnaire with anonymous (N=130).A total 124 subjects complet

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CHUNG, CHIA-YIN, and 鍾佳吟. "The Impact of Organizational Commitment and Emotional Labor on Employees’ Intention to Leave – Considering Leadership Style as a Moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/37ad92.

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碩士<br>僑光科技大學<br>企業管理研究所<br>102<br>Taiwanese’s life is living standards and getting improved. The quality of services and intangible service is getting more emphasis. However, convenient store adverse operating characteristics results in high staff turnover rate and its human capital is also difficult to maintain. If enterprise is lack of attention and understanding of employee turnover, it will bring huge economic losses to the enterprise. The enterprise need to know how to reduce employee turnover. Furthermore, store manager's leadership style will also be a big factor. This study is divi

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Lee, Hsiao-Chi, and 李曉琪. "The influence of Leader-Member Exchange quality on subordinators’ intention to leave: The mediating effect of affective organizational commitment." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9r84fe.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>107<br>Talent is the most valuable asset of a corporate. Corporate around the world are competing for talents. How to recruit and retain key talents has always been an important topic in corporate management. The employee turnover causes heavy burden on the company''s personnel costs. Moreover, when companies face up the crisis of brain drain and if they do not manage the problem properly, it may cause severe harms that are hard to recover. There are always many supervisors impute the reason why an employee resign to salary, welfare and so on; in fact, ac

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Wahju, Julianna, and 黃錦芳. "The Effect of Person-Culture Fit on Organizational Commitment and Intention to Leave Between Promotion-focused and Prevention-focused Individuals." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/hg8y2f.

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碩士<br>國立臺灣科技大學<br>管理學院MBA<br>99<br>This research intends (1) to identify the factors which have significant impacts on influencing affective, continuance, and normative commitment, as well as intention to leave. (2) to examine the effect of person-culture fit on three components of organizational commitment (affective, continuance, and normative commitment) and intention to leave, and (3) to investigate the different effects of person-culture fit on affective, continuance, and normative commitment, as well as intention to leave between promotion and prevention-focused employees. A total of 250

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Lin, Pei-Ying, and 林佩穎. "The relationship among volunteer workers motivation, job characteristic, job satisfaction and intention to leave: An empirical analysis of performing art organizations." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/10926737722100677187.

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碩士<br>國立中山大學<br>企業管理學系研究所<br>88<br>The market of performing art is expanding rapidly; the need for volunteer workers is increasing as well. In this research, we want to explore the relationship among volunteer workers’ motivations, job characteristics, job satisfaction and their intentions to leave. Two hundred and twenty questionnaires were sent to the voluntary members of twenty-four performing art organizations. The total valid questionnaires received are 142, with responding rate equal to 70%. The most important findings are as follows. (1) We found that external egolism is the strongest m

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