| Summary: | 碩士 === 國立臺灣師範大學 === 工業科技教育學系 === 97 === In the current quickly changing diverse environment, a high rate of employees quitting will not only impact task execution, but also influence the morale of the employees who do stay . The turnover of employees of Taipei City Government-related personnel departments is increasing according to the statistics of the Personnel Department of Taipei City Government . The aim of this study was to investigate the relationship between job satisfaction and the intention to quit on the part of the employees of Taipei City Government-related personnel departments in order to determine the reasons, thereby serving as reference for personnel authorities.
This questionnaire-based study was carried out among the employees of Taipei City Government-related personnel departments. The data analysis was carried out by using descriptive analysis, independent-sample t-test, Pearson product-moment correlation, factorial ANOVA and Scheffe posterior comparison. The conclusions of this study are as follows:
1.Job function showed significant correlation to job satisfaction. The result of this study indicated that personnel supervisors were more satisfied with their job than were non-supervisors.
2.Organizational level showed significant correlation to job satisfaction. The personnel staff working in the first-level agencies were more satisfied with their jobs than were those in lower-level agencies.
3.Gender showed significant correlation to quitting intention. The female personnel staff had higher intention to quit their job than did the male personnel staff.
4.Quitting intention hinged on their boss. The quitting intention of personnel staff had negative correlation to their fondness for their bosses.
5.Support at work showed negative correlation to quitting intention. The personnel staff with more satisfaction concerning work support had lower intention to quit their job.
6.Colleague relationship showed negative correlation to quitting intention. The personnel staff with more satisfactory colleague relationship had lower intention to quit their job.
7.The personnel staff with higher perception level concerning “job satisfaction” had a lower “quitting intention”.
Finally, this study presented suggestions for the reference of personnel authorities, personnel staff and future studies.
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