| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 107 === Since the 1990s in Taiwan, the issue of work-family conflict has also become one of the important issues of research, which has aroused widespread concern in the fields of management and sociology. The family form, occupational requirements and the great changes in people's value orientation brought about by industrialization and informationization, which make it difficult for modern employees, especially the grassroots employees. Many pressure factors lead to widespread work-family conflicts. How to effectively transfer employees and reduce the sunk cost of enterprises is one of the core problems that have been plaguing enterprises. Based on the above background, this study conducts research on the relationship between the work duty attributes and the turnover intention. Based on the family factors as the moderator, this paper explores the relationship between the three and proposes intervention control strategies.
Through detailed studies, the main draw the following conclusions: First, job security for employees, income substandard encourage more valued in substance, if not enough to satisfy this aspect, transfer of intent will be higher. As for the incumbents in Taiwan, the three factors of internal job assistance, autonomy and work importance on the intention of transfer, has a negative impact. Family factors do not interfere with the employee's intention to change jobs, but the family factor itself will have an impact on the intention to change jobs. Those who believe that work and family life are less balanced will have a higher turnover intention. Second, according to the research results, the corresponding intervention strategies are proposed, including paying attention to the potential causes of employee behavior, assisting in the formulation of career planning, enhancing the flexibility of the welfare system, and shaping the concept of selection of employees at the grassroots level.
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