The study of Job Satisfaction, Employment Opportunity Perception and Turnover Intention

• Main Authors: Wu, Ya-Ting, 吳雅婷
• Other Authors: Lee, Chun-Hsien
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/5ezw86

碩士 === 國立高雄師範大學 === 人力與知識管理研究所 === 95 === 　　The research discussed employees to measure to choose staying in organization or leaving out organization by the range of job satisfaction and the perception of employment opportunity. Many researches found the relationship between job satisfaction and turnover intention, besides the relationship that change of market environment related to organization’s employees, because the boom of market environment that affected employees to transfer work. According to above, this investigate was based on job satisfaction, employment opportunity perception, and turnover intention to discuss their relationship. 　　In this study, the samples were based on the employees of Kaohsiung Rapid Transit Corporation and collected date by questionnaires survey. We sent 800 questionnaires and returned 411 questionnaires, deleted invalid questionnaires 25, 386 valid questionnaires, so the valid sampling returned rate of 48.25%. After that, put the valid sampling to analyze their relationship by statistical, for example, descriptive statistics and reliability analysis, factor and correlation analysis, and regression analysis. The results of investigate are showing below: 1.The intrinsic or extrinsic of job satisfaction is negatively effect on turnover intention. 2.The desirability of movement, crystallization of alternative, and mobility of employment opportunity perception is positive effect on turnover intention. 3.Employment opportunity perception of crystallization of alternative serves as an intervening variable; partially mediate the relationship between the intrinsic of job satisfaction and turnover intention. 4.Employment opportunity perception of desirability of movement and crystallization of alternative serves as an intervening variable; partially mediate the relationship between the extrinsic of job satisfaction and turnover intention.