A Study of Correlation among Organization Commitment，Job Satisfaction and Turnover Intention for Employee Pension System

• Main Authors: Hui-Chuan Yang, 楊慧娟
• Other Authors: 陳連勝
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/93732429851706754840

碩士 === 中興大學 === 高階經理人碩士在職專班 === 95 === As when Taiwan has stepped into a high-income country, a consist of family member went through a serve change in infrastructure from extended family to small family. The perspective that grow-up adults are obligated to support their aged parents in the past agriculture society has been replaced by the one that they are free from this duty. The aged population is totally on their own now. The “Labor Pension System”(hereafter called as LPS), pays out lump sums upon retirement by private sectors that working persons work for, plays a fundamental role to their retired life. An increase in average life span and aged populations has even marked the role of a LPA as significant. Consequently, a comprehensive pension system is the key for retired persons to lead a life for better health and financial comfort. The Government at Taiwan noticed the problem on changing demographics, and the high possibility of increasing social capital in the future if we don’t amend the present system into a comprehensive one. The amendment to the Labor Pension Act that was approved by the Legislature Yuan on June 11, 2004, and this reform LPA, Portable Pension System(hereinafter called as PPS),has been put into effect from July 1, 2005. PPS, monthly pension payments refer to a sum of money distributed on a monthly installment basis, contains three new features as follow: 1.Workers’ service of years could be accumulated even though working in different business entity 2.Workers can be guaranteed with the pension fund when retired after the pension distribution scheme has changed from “ Defined Benefit Plan” to “ Defined Contribution Plan”. 3.Employers in the past tend to lay off or fire workers before they reach the regulated worker''s seniority for avoid paying lump sum of pension. After the implementation of PPS, the connected bondage between worker''s seniority in service and pension distribution has been broken. This research aims at probing whether workers’ organizational commitment and job satisfaction would be affected, or even accelerate the rate on turnover intention. After a survey through questionnaires via statistic analysis, we have reached conclusions as follows: 1. There is no significant relation between the selection of LPS or PPS with organizational commitment and job satisfaction. But when we further examined samples, we found a significant relation between the selection of LPS or PPS and organizational commitment when workers contain the self-controlled personality. This means workers with self-controlled personality will display a high organizational commitment when choosing LPS while a low organizational commitment will show when PPS has been selected. 2. There is a significant relation between the selection of LPS or PPS with turnover intention. The rate on turnover intention will be much higher when workers choose PPS not LPS. When the researcher analyzed the samples further, we find the relation between selection of two different pension systems and turnover intention will be significant as when workers hold the features like female gender, senior workers(serving for more than 15 years at same business entity), low educational status(below graduate school degree), married status and the management level. 3.The variance of workers’ individual personality won’t affect the relation between the selection of LPS or PPS and job satisfaction. This research proves that there is a significant relation existing between the selection of LPS or PPS and turnover intention. In consequence, the management level should create and design a comprehensive plan for sustaining promising human resource to avoid the impact that Portable Pension System might bring to the business entity.