Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives
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%...
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ndltd-TW-106NTNT12300162019-05-30T03:50:42Z http://ndltd.ncl.edu.tw/handle/pw84jw Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives 影響專業經理人之自願性離職前因之探討:人力資本與社會資本觀點 CHENG, CHIN-PO 鄭金波 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. TASO, CHIUNG-WEN 曹瓊文 2018 學位論文 ; thesis 57 zh-TW |
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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.
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author2 |
TASO, CHIUNG-WEN |
author_facet |
TASO, CHIUNG-WEN CHENG, CHIN-PO 鄭金波 |
author |
CHENG, CHIN-PO 鄭金波 |
spellingShingle |
CHENG, CHIN-PO 鄭金波 Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
author_sort |
CHENG, CHIN-PO |
title |
Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
title_short |
Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
title_full |
Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
title_fullStr |
Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
title_full_unstemmed |
Exploring the Antecedents of Individual Voluntary Managerial Turnover:Human Capital and Social Capital Perspectives |
title_sort |
exploring the antecedents of individual voluntary managerial turnover:human capital and social capital perspectives |
publishDate |
2018 |
url |
http://ndltd.ncl.edu.tw/handle/pw84jw |
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