Exploring the Antecedents of Individual Voluntary Managerial Turnover：Human Capital and Social Capital Perspectives

• Main Authors: CHENG, CHIN-PO, 鄭金波
• Other Authors: TASO, CHIUNG-WEN
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/pw84jw

碩士 === 國立臺南大學 === 經營與管理學系科技管理碩士在職專班 === 106 === During the rise of the talent era, with employees who have professional competencies in the market will becomes the key for business to be successful. However, there are 40% employers in the world facing recruitment problems, and even more than 73% employers in Taiwan said that they have the problem of recruiting qualified employees, which proportion is the second highest in the world, among them the recruitment problems of hiring manage level/ executives even rank the sixth of the degree of difficulty. (Wan, Bao-Hua, 2017) 　　104 job bank investigate the issue which focus on talent gaps in Taiwanese companies, and find some results: 1. There are 70% Taiwanese companies shows that there have been talent gaps in the organization for more than three years. 2. It is much lack of talent when companies need higher level and professional talent. 3. It costs 6 months to 1 year for business from recruiting executives and the key talent to being on board. 4. While Enterprises can't effectively supply key supervisors and professional talents will cause three important impacts: Unable to pass experience to others, unable to layout proactive strategies, and unable to train talent.(Li-Ming Jin,2018) 　　This study adopts qualitative research and interviews 8 professional managers who had experience of voluntary turnover. This research finds the factors which cause them to voluntary turnover including: 1. Personal factors (personal health, family care); 2. Organizational environmental factors (organization downsizing, long duty hours, poor employee benefit) 3. Human capital (core competencies such as professional knowledge, professional skills, interpersonal relationship, and self-challenge) 4. Social capital (participating in religious groups, entrepreneurship, getting support from ex-employers, ex-colleagues, and connections in the same industry) 　　This research confirms that it will cause professional managers to voluntary turnover while their human capital and social capital are higher, with their personal factors, or the organizational environmental is changed seriously. The findings of this research will help enterprises to understand the reasons what lead professional managers to voluntary turnover, and it will provide how to plan and design more specific human resources policies for business to deduce professional managers turnover.