| Summary: | 碩士 === 國立臺灣師範大學 === 國際人力資源發展研究所 === 102 === Generation Y will become the main work force in the near future. Employees who belong to Generation Y exhibit very different characteristics from the older generations. No doubt organizations will face the challenge of retaining and managing talents of this new generation. Moreover, whether an organization provides what the employees need and sufficient level of support are two main concerns of this new generation, as shown in the literature. Therefore, this study incorporated person-organization fit, perceived supervisor support and perceived peer support in the research framework in order to test their influence on turnover intention of Generation Y. The study assumed that person-organization fit has a negative relationship with turnover intention, and perceived supervisor support as well as perceived peer support have moderating effects on the relationship between person-organization fit and turnover intention. A quantitative study was conducted and the data was collected from Generation Y in Taiwan through online questionnaires. A total of 377 valid questionnaires were collected and were analyzed with the use of SPSS. It was found that P-O fit has a negative and significant effect on intention to leave. Perceived supervisor support has a direct effect on intention to leave instead of a moderating effect, while perceived peer support has a significant moderating effect on the relationship between P-O fit and intention to leave.
|
|---|
