| Summary: | 碩士 === 明志科技大學 === 工程管理研究所 === 93 === With today’s ever changing management techniques, such as organization restructuring, workforce reduction, process reengineering, and outsourcing, member composition in an organization has become much more diversify. How to overcome such changes in demographic composition of a workforce has turned into a key issue in successful continue growth of an organization. Relational demography is a study of how similarities and dissimilarities on demographic characteristics between individuals can influence their work related attitudes and behaviors. In this research, we seek to gain further understanding about the impact of age, education, longevity, and school background between nursing staffs and other members.
There is a total of 1200 questionnaires participated in this research. After rejecting the invalid questionnaires, we have a total of 918 applicable results. That is a 76.5% effective rate of recovery. The analysis is first done by applying Euclidean distance measurement method on valid questionnaires’ age, education, longevity, and school background data. Then multiple linear regression analysis is applied to test the hypotheses.
The results indicate that:
1. The greater dissimilarity between nursing staffs and other members is in education, the more negative of promotion opportunity it is.
2. The greater dissimilarity between nursing staffs and other members is in education, the greater turnover intention it is.
3. For N2 grade, the greater dissimilarity between nursing staffs and other members is in age, the more negative of promotion opportunity it is.
4. For N4 grade, the greater dissimilarity between nursing staffs and other members is in longevity, the greater turnover intention it is.
With the study of relational demographic data, not only we can investigate many important human resource matters, but also can discover some hidden issues that may hinder the development and growth of an organization. This can be a useful tool and a vital indicator for administrative decision making while dealing with human resource placement and management allocation.
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