| Summary: | 碩士 === 崑山科技大學 === 企業管理研究所 === 96 === Internet is booming in the recent decades. Through Internet, the information and news are very easy to spread out. The negative reports of employees’ turnover happen in Internet often. These results are interfered the firm’s reputation. The purpose of this paper is to understand what the motivation of employee’s turnover comes from, what reason cause employee to make the decision to quit the job after motivating turnover. In the past, there were a few researches to study 『Why Employee Quits his Job－Behavior Development from Turnover Motivation to Action』. Most of researches reported the intention of turnover. But, it was hard to find out that employee’s behavior and mentality from motivating to quit the job (turnover decision).
This paper adopted some literatures of theoretical structure and search for multiple case studies. The result analyzes the case studies and generalizes the context of all interviewing reports. The turnover data was to interview employees of one electrical company, who are staying in current company, and talking about why he or she left the former company---- Behavior Development from Turnover Motivation to Action.
The report of this paper shows that the lower salary, the worse welfare, the longer distance between home and office, what one is doing has nothing to do with one''s training, and no authorization in job function are the main reasons for employee to make the decision to leave his job.
In Taiwan, the high technology companies hire the employees from highly educated graduated students and experienced persons to make sure that they can develop the fast and smart products in the market. To avoid the employees’ turnover become an important issue for firm to think about. This paper describes some turnover motivation and turnover intention for firm to understand the employees’ behavior and mentality. Firm might be tried to apply it and keep employees without turnover motivation.
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