THE RELATIONSHIP AMONG JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, JOB SEARCH, AND TURNOVER INTENTION OF FLIGHT ATTENDANT－A CASE STUDY OF AN AIRLINE IN TAIWAN

• Main Authors: Wu-lun Chung, 鍾武侖
• Other Authors: Ching-fu Chen
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/73483761478696068955

碩士 === 南華大學 === 旅遊事業管理學研究所 === 94 === 　　Although flight attendant recruitment is always competitive, the turnover rate is high due to the special working environment. For individuals, turnover implies the endeavor to find another job. For companies, it means an increase in personnel expense. By reviewing the literature on turnover intentions, this research pointed out three determinants: job satisfaction, organizational commitment and job search. A total of 156 questionnaires are collected for analysis. Factor Analysis is used to reduce dimensions of determinant variables for subsequent analysis. Then ANOVA approach is applied to find out differences of demographic variables amongst all factors. System Equation Modeling (SEM) technique is used to investigate the relationship between variables in interest. Empirical suggestions are discussed and provided in this study. 　 　　Three factors are extracted from job satisfaction i.e. job content satisfaction, company regulation satisfaction and supervision satisfaction. Three factors are delineated i.e. normative commitment, affective commitment and continuance commitment from organizational commitment. The results of turnover intention relationship model show that job satisfaction is directly and positively related to organizational commitment; organizational commitment is directly and negatively related to turnover intention; job search is directly and positively related to turnover intentions; and job satisfaction indirectly affects turnover intentions via other mediators.