| Summary: | 碩士 === 國立高雄應用科技大學 === 土木工程與防災科技研究所 === 95 === Human resources have a direct influence on the competitiveness of a company in the construction industry. The high turnover rates among construction companies in Taiwan certainly cause significantly negative impacts on their operations. Investigating the major factors that retain employees, this study employs the three scales of Links, Fit and Sacrifice developed by Mitchell, et al.(2001) along with the concept of Organizational Embeddedness proposed by Granovetter(1985) and Hassink(2002). This study is intended to find out what matters to employees in order to inspire their potential exertion, enhance their job satisfaction, and reduce their absence and turnover rates so that organizations can retain high-performing employees and ensure maximum benefits.
This research focused on the employees of Kaohsiung Rapid Transportation Company (KRTC), exploring the mutual influences between their organizational embeddedness, job satisfaction and turnover intention. Totally, 800 questionnaires were mailed and 262 valid samples were returned with a return rate of 32.8%. In addition to hierarchical regression analysis, this study also adopted SEM to verify the support of the questionnaire data for the models developed in the research. The findings of this study are as follows:
1. The KRTC employees’ organizational embeddedness and their job satisfaction are positively correlated, meaning when they have deeper organizational embeddedness toward the company, their job satisfaction is higher.
2. Their organizational embeddedness and turnover intention are negatively correlated, meaning when they have deeper organizational embeddedness, their turnover intention is lower.
3. Their job satisfaction and turnover intention are also negatively correlated, meaning the higher their job satisfaction is, the lower their turnover intention.
4. The job satisfaction has a partially mediating effect on the organizational and turnover intention.
According to the above-mentioned findings, a higher sense of job stability can promote deeper organization embeddedness among construction employees, helpful for retaining employees. This finding provides valuable references for the construction industry.
|
|---|
