進階搜尋


 
系統識別號 U0026-0812200913341460
論文名稱(中文) Organizational Commitment and Turnover Intention of Taiwanese Engineers in Hi-Tech Industry of Southern Taiwan:Examining the Selected Antecedents of Organizational Commitment
論文名稱(英文) Organizational Commitment and Turnover Intention of Taiwanese Engineers in Hi-Tech Industry of Southern Taiwan:Examining the Selected Antecedents of Organizational Commitment
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 95
學期 1
出版年 96
研究生(中文) 張峻豪
研究生(英文) Jeff Chang
學號 ra792124
學位類別 碩士
語文別 英文
論文頁數 80頁
口試委員 指導教授-張海青
口試委員-潘浙楠
口試委員-張淑昭
口試委員-蔡明田
召集委員-吳萬益
中文關鍵字 none 
英文關鍵字 fairness  Taiwan  organizational commitment  Hi-Tech industry  opportunity for advancement  pay  organizational support 
學科別分類
中文摘要 none








英文摘要 To examine the problem of employee turnover, scholars have been interested in investigations into attitudinal measures of factors affecting such behavior. If the organization can predict organizational commitment, the organization has taken the first step in potentially altering those factors most applicable to repress satisfaction and commitment.
Taiwan Hi-Tech industry is facing hard time with high turnover rate of engineers due to high competition among the businesses. Hi-Tech companies are willing to hire qualified engineers with higher pays. Therefore, there is a need for research to examine the antecedents of organizational commitment which in turn reduces turnover intention.
This study examined the relationship between the four organizational related factors: organizational support, pay, opportunity for advancement and fairness, and the organizational commitment and its three components: affective commitment, continuance commitment and normative commitment. The respondents are the engineers from the three giant Hi-Tech companies of southern Taiwan.
This study found that three of the four organizational related factors except organizational support have significant influences on organizational commitment. Among the four factors, opportunity for advancement and fairness were the strongest predictors of organizational commitment and organizational support did not have significant influence on overall commitment. Organizational leaders or Taiwan Hi-Tech companies are suggested to emphasize on intrinsic motivators such as opportunity for advancement and fairness in the working environment.
論文目次 ABSTRACT ………………………………………………………………………………I
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background 1
1.2 Statement of the Problems 6
1.3 Purpose of the Study 8
1.5 Summary 9
CHAPTER TWO LITERATURE REVIEW 11
2.1 Background of Organizational Commitment 12
2.1.1 Definition of Organizational Commitment 12
2.1.2 Themes of Organizational Commitment 15
2.1.3 Components of Organizational Commitment 16
2.1.4 Traditional Approach to Organizational Commitment 17
2.2 Antecedents of Organizational Commitment 18
2.2.1 Organizational Support 18
2.2.2 Pay 19
2.2.3 Opportunity of Advancement 20
2.2.4 Fairness 21
2.3 Background of Turnover Theory 23
2.3.1 Definition of Turnover 23
2.3.2 Turnover and Turnover Intention 24
2.3.3 Types of Turnover 24
2.3.4 Reasons and Causes for Turnover 26
2.4 Organizational Commitment and Turnover Intention 28
2.5 Research in the International Arena 31
2.6 Meyer & Allen’s Three-Dimensional Model 32
2.7 Summary 32
CHAPTER THREE RESEARCH METHODOLOGY 33
3.1 Research Design 33
3.2 Survey Instruments 34
3.3 Research Questions with Hypotheses 35
3.4 Survey Design 37
3.5 Population 37
3.6 Data Analysis Methods 37
3.7 Structure of the Study 39
3.8 Summary 40
CHAPTER FOUR RESEARCH FINDINGS 41
4.1 Descriptive Data Analysis 41
4.2 Hypothesis Testing 44
4.2.1 Relationship between the Four Organizational Factors and Organizational Commitment 44
4.2.2 Relationship between Organizational Commitment and Turnover Intention 48
CHAPTER FIVE DISCUSSION AND CONCLUSIONS 56
5.1 Discussion 56
5.2 Implications 62
REFERENCES 65
APPENDIX 74
參考文獻 Allen , N. J. (2003). Organizational commitment in the military: A discussion of theory and practice. Military Psychology, 15(3), 237-253
Aryee, S., Wyatt, T., & Min, M. K., (1991). Antecedents of organizational commitment and turnover intentions. Journal of Social Psychology, 131(4), 545-56.
Baba, V. V., Galperin, B. L., & Lituchy, T. R. (1999). Occupational mental health: a study of work-related depression among nurses in the Caribbean, International Journal of Nursing Studies, 36(2) , 163-169.
Babbie, E. (1992). The practice of social research (6th ed.). Belmont, CA: Wadsworth.
Bame, S. (1998). Organizational characteristics and administrative strategies associated with staff turnover. Health Care Management Review, 4, 70-86.
Benkhoff, B. (1997). Disentangling organizational commitment: the dangers of the OCQ for research and policy. Personnel Review, 26(2), 114-31.
Billingsley, B. W., & Cross, L. H. (1991). Teachers’ decisions to transfer from special education to general education. The Journal of Special Education, 24(4), 496-511.
Bluedorn, A. C. (2002). The human organization of time: temporal realities and experience. Stanford, California: Stanford University Press.
Bowers, B. J., Esmond, S., & Jacobson, N. (2003). Turnover reinterpreted: CNAs talk about why they leave. Journal of Gerontological Nursing, 29, 36-43.
Brannon, D., Zinn, J. S., Mor, V., & Davis, J. (2002). An exploration of job, organizational, and environmental factors associated with high and low nursing assistant turnover. The Gerontologist, 42, 159-168.
Cammann, C., Fischman, M., Jenkins, D., & Klesh, J. (1979). Michigan organization assessment questionnaire [MOAQ]. Ann Harbor, MI: University of Michigan Press.
Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-321
Cotton, J. L. & Tuttle, J. M. (1996). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11, 55-70.
Cropanzano, R., & Ambrose, M. L. (2001). Procedural and distributive justice are more similar than you think: A monistic perspective and a research agenda. In J. Greenberg & R. Cropanzano (Eds.), Advances in organizational justice (pp. 119-151). Stanford, CA: Stanford University Press.
Drucker, P. (1998). Harvard business review on knowledge management. Boston: Harvard Business School.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
Eisenberger, R., Fasolo, P. & Davis-LaMastro, V. (1996). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51-59.
Eisenberger, R., Huntington, R., & Sava, D. (1997). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Greenberg, J. (1998). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399-432.
George, D., & Mallery, P. (2003). SPSS for Windows step by step: A simple guide and reference (4th ed.). Boston: Pearson Allyn/Bacon.
Griffeth, R. W., Hom, P. W., & Gaertner, S. A (2000). Meta-analysis of antecedents and correlates of employment turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463- 488.
Gifford, B. D. (2002). The relationships between hospital unit culture and nurses' quality of work life. Journal of Healthcare Management, 47, 13-25.
Huang, I., Chi-Hsun Jason Chuang, J. A., & Hao-Chieh Lin, J. A. (2003). The role of burnout in the relationship between perceptions of organizational politics and turnover intentions. Public Personnel Management, 32, 519-531.
Hom, P. W., Caranikas-Walker, F., Prussia, G. E., & Griffeth, R. W. (1992). A meta analytical structural equations analysis of a model of employee turnover. Journal of Applied Psychology, 77, 890-909.
Hom, P. W. and Kinichi, A. J. (2001). Toward a greater understanding of how dissatisfaction drives employee turnover. Academy of Management Journal, 44 (5), 975-981.
Hom, S. J., Katerberg, R., & Hulin, C. (1993). Comparative examination of three approaches to the prediction of turnover. Journal of Applied Psychology, 68, 280-290.
Isaac, S., and Michael, W. B. (1997). Handbook in research and evaluation: A collection of principle, methods and strategies useful in the planning, design, and evaluation of studies in education and the behavioral sciences. San Diego, CA: EdITS.
Jackofsky, E. F., & Peters, L. H. (1983). Job turnover versus Company turnover: Reassessment of the March and Simon participation hypothesis. Journal of Applied Psychology, 68, 490-495.
Jamal, M., & Preena, S. (1998). Job stress and employee well-being among airline personnel in an Asian developing country. International Journal of Stress Management, 5, 121-127.
Jones,A. (2002). The national nursing home survey: 1999 summary. National Center for Health Statistics. Vital Health Statistics, 13(152), 1-5.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.
Kiesler, C., & Sakumura, J. (1966). A test of a model of commitment. Journal of Personality and Social Psychology, 3, 349-353.
Koys, D. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study. Personnel Psychology, 54(1), 101-114.
Laschinger, H. K. S., Shamian, J., & Thomson, D. (2001). Impact of magnet hospital characteristics on nurses' perceptions of trust, burnout, quality of care, and work satisfaction. Nursing Economics, 19, 209-219.
Lawler, R. W. (1987). Learning environments: Now, then and someday. In Lawler, R. W. & Yazdani, M. (Eds.). Artificial Intelligence and Education. Norwood, NJ: Ablex.
Lazear, E. P. (1999). Personnel economics: past lessons and future directions. Presidential address to the Society of Labor Economists, San Francisco. Journal of Labor Economics, 17(2), 199-236.
Lin, C. P. and Chen, M .F. (2004). Career commitment as a moderator of the relationships among procedural justice, perceived organizational support, organizational commitment, and turnover intentions. Asia Pacific Management Review, 9 (3), 519-38.
Lok, P. & Crawford, J. (2004). The effect of organizational culture and leadership style on job satisfaction and organizational commitment: a cross-national comparison. Journal of Management Development, 23(4), 321-38.
Luthans, F. (1988). Successful vs. effective real managers. The Academy of Management EXECUTIVE, 2, 127-132.
McNeese-Smith, D. K. (2001). A nursing shortage: Building organizational commitment among nurses. Journal of Health Care Management, 46, 173-186.
McNeilly, K. M. & Russ, F.A. (1992). The moderating effect of sales force performance on relationships involving antecedents of turnover. Journal of Personal Selling and Sales Management, 12, 9-20.
Meyer, J. P., & Allen, N. J (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-98.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research and application, Thousand Oaks, CA: Sage Publications.
Mikkelsen, A., Ogaard, T. & Lovrich, N. (2000). Modeling the effects of organizational setting and individual coping style on employees' subjective health, job satisfaction and commitment. Public Administration Quarterly, 24(3), 371-97.
Mobley, W. H. (1982). Employee turnover: Causes, consequences, and control. Massachusetts: Addison-Wesley.

Moorman, R. H., & Harland, L. K. (2002). Temporary employees as good citizens: Factors influencing their OCB performance. Journal of Business and Psychology, 17, 171-188.
Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6, 209-225.
Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8, 486-500.
Motowidlo, S. J. (1983). Predicting sales turnover from pay satisfaction and expectation. Journal of Applied Psychology, 68, 484-489.
Mowday, R.T., Steers, R.M., & Porter, L.W. (1979). The measurement of organizational Commitment. Journal of Vocational Behavior, 14, 224-227.
Mowday, R. T., Porter, L. W., & Steers, R. (1982). Employee organizational linkages. New York, NY: Academic Press
Mowday, R. T. (1998). Reflections on the study and relevance of organizational commitment. Human Resource Management Review, 8, 387-402.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Price, J. L. (1977). The study of turnover. Iowa: The Iowa State University Press.
Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66, 358-384.
Salancik, G. R. (1997). Commitment and the control of organizational behavior and belief. In B. M. Staw& G. R. Salancik (Eds.), New directions in organizational behavior (pp. 1-54). Chicago: St. Clair.
Razali, M. Z. (2004). Perception of professional engineers towards quality-of-qork-life and organizational commitment. Gadjah Mada International Journal of Business, 6(3), 323-334.
Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10, 465-76.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836.
Roseman, I. J. (1984). Cognitive determinants of emotion: A structural theory. Review of Personality and Social Psychology, 5, 11–36.
Rupp, D. E., & Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89, 906-912.
Salancik, G. R. (1997). Commitment and the control of organizational behavior and belief. In B. M. Staw& G. R. Salancik (Eds.), New directions in organizational behavior (pp. 1-54). Chicago: St. Clair.
Shore, L. M., & Martin, H. J. (1987). Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Proceedings of the Southern Management Association. Academy of Management Proceedings, 229.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 28, 774-780.
Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement. Chicago: Rand-McNally.
Snape, E., & Chan, A. W. (2000). Commitment to company and union: Evidence from Hong Kong. Industrial Relations, 39, 445-459.
Somers, M. J. (1996). Organizational commitment, turnover, and absenteeism: An examination of direct and indirect effects. Journal of Organizational Behavior, 16, 49-58.
Staw, B. M. (1980). Rationalization and justifications in organizational life. In Staw, B. M., & Curnmings, L .L. (Eds.), Research in Organizational Behavior (pp. 45-80). Greenwich, CT: JAI Press.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22, 46-55.
Testa, M. R. (2001). Organizational commitment, job satisfaction, and effort in the service environment. The Journal of Psychology, 135 (2), 226-36.
Thorsteinson, T. J. (2003). Job attitudes of temporary workers vs. full time workers-? meta analytic review. Journal of Organizational and Occupational Psychology, 72(2), 151-178.
Tyler, T. R., & Blader, S. L. (2003). The group engagement model: Procedural justice, social identity, and cooperative behavior. Personality and Social Psychology Review, 7, 349-361.
Takao, K. (1995). The productivity effects of employee stock-ownership plans and bonuses: evidence from Japanese panel data. The American Economic Review, 85 (3), 391-414
Ulschak, F. L., & Snowantle, S. M. (1992). Managing employee turnover; A guide for health care executives. Chicago, IL: American Hospital Publishing.
Waldman, J., Kelly, F., Arora, S., & Smith, H. L. (2004). The shocking cost of turnover in health care. Health Care Management Review, 29, 1-7.
Weiner, Y., & Vardi, Y. (1995). Relationship between job, organization, and career commitment and work outcomes: An integrative approach. Organizational Behavior and Human Performance, 26, 81-96.
Witt, A. L. (1993). Reactions to work assignment as predictors of organizational commitment: The moderating effect of occupational identification. Journal of Business Research, 26, 17-30.
論文全文使用權限
  • 同意授權校內瀏覽/列印電子全文服務,於2007-01-03起公開。
  • 同意授權校外瀏覽/列印電子全文服務,於2007-01-03起公開。


  • 如您有疑問,請聯絡圖書館
    聯絡電話:(06)2757575#65773
    聯絡E-mail:etds@email.ncku.edu.tw