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• Main Authors: CHUN-TA CHEN, 陳俊達
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/87879558565949806175

碩士 === 東吳大學 === 國際經營與貿易學系 === 99 === The research was designed to explore how the high-performance human resource practices influence organizational justice and turnover intention. The main purpose is to examine the relationship between high-performance human resource practices, organizational justice, and turnover intention, in high-tech industry. The research data were collected from 203 Taiwanese employees in high-tech industry. The empirical results show that high-performance human resource practices are positively related to organizational justice and is negatively related to turnover intention. Organizational justice is also negatively related to turnover intention. However, organizational justice doesn’t interfere the relationship between high-performance human resource practices and turnover intention. The contributions of this study include two sides. Academically, it provides evidences to support the relationships between high-performance human resource practices, organizational justice, and turnover intention. Practically, it provided implications for Taiwanese high-tech industry to establish appropriate high-performance HR mechanism to help their employees, and then reduce the turnover intention. Lastly, future research directions are recommended.