The Impact of Job Rotation on Employee’s Career Path

• Main Authors: Mu-Cheng Chang, 張木城
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/80293695003124525033

碩士 === 逢甲大學 === 經營管理碩士在職專班 === 100 === Because the case company changed its business competitive strategy, it had to re-allocate its human resources in the organization. By adopting job rotation, employee’s career path in the company had changed from technical division to business division. However, job rotation usually accompanies with the change of job characteristics and job transfer. After the job rotation had been carried out for one year, some employees chose to return to the former technical division and others chose to stay on business division. Therefore, this study is aimed at discussing the impact of job rotation on employee’s career path. In this study, we first examine relevant concepts including job rotation, job characteristics, job stress, and personality traits. Further, we discuss and explain the possible causes and the associations between them that would affect employee’s career path with research data. Finally, the study finds that: First, many causes of the job rotation would affect employee’s career path. Insufficient information posted, returning mechanism provided, and the HRM strategies of the organization that include recruitment, job training, performance assessment and career development. Second, there are great differences in work contents and professional skills between technical division and business division. The work contents include the target customers, job assignments, job title, job characteristics, and workloads aspects. The professional skills include interpersonal relationships, abilities, knowledge, and attitude aspects. In order to fulfill the job requirements, the organizations and individuals will use all their resources, and that will affect employee’s career path. Third, the case technical human resources all have great differences in educational experiences, backgrounds, values, personality traits, career plans, and job stress, and what they have will affect employee’s career path.