| Summary: | 碩士 === 義守大學 === 管理碩博士班 === 102 === The domestic security guards did not have higher turnover rates than employee of other industries. This study aims to explore the current status and relationships among job stress and social support and turnover intention of security guards. This study investigated security guards in Kaohsiung City as the object of study. Once deleted the missed and invalid questionnaires, a total of 400 questionnaires were valid. The results which were made by research tools such as job stress scale, social support scale, and turnover intention scale through statistic methods including descriptive statistics, reliability test, factor analysis, Pearson''s product-moment correlation and hierarchical regressions are as follow. The results of this research were as followed: (1) The mean score of job stress of security guards was a little higher than middle degree, the mean score of job factor had the most pointed score among all dimensions while the interpersonal factor had the lowest one. (2) The mean score of social support of security guards was a little higher than middle degree, the mean score of family support had the most pointed score among all dimensions while the supervisor’s support had the lowest pointed score. (3) The mean score of turnover intention of security guards was a little higher than middle degree. (4) Job stress was positively associated with and had significant impact on turnover intention.
This research not only provides explanations on the results but also explore the application of research outcome. Moreover, the practical suggestions to security guards are recommended as follows. (1) To relax job stress of security guards to reduce the negative impact of job stress. (2) Supervisors of security guards shall encourage, respect, and comfort security guards to enhance the cognition on social support of security guards. (3) To understand the reason for resignation of security guards to reduce the cognition on turnover intention of security guards. (4) To pay attention to the impact of job stress to reduce the turnover rate of staffs. We also provide feasible directions for follow-up researches.
|
|---|
