| Summary: | 碩士 === 世新大學 === 企業管理研究所(含碩專班) === 107 === Due to the flexibility of manpower dispatch, it can meet the needs of enterprise personnel and the significant reduction of personnel costs, so that enterprises are committed to developing core competitiveness, which has become the trend of enterprise employment. Many companies today send non-core work to manpower dispatch companies in order to save huge labor costs, but often because dispatchers only send company work as a career springboard, they will leave after they have learned or tired of doing simple and repetitive work. Working in other homogeneity or in different fields, resulting in high turnover rates, often causes inconvenience in organizing work. This study explores the relationship between salary system and turnover intention from the perspective of employees. This study used convenient sampling and there were 176 valid questionnaires returned through paper questionnaires. The statistic software SPSS was used to approach descriptive statistics, reliability analysis, validity analysis, t test, ANOVA and regression analysis. The conclusions are as follows: The research results prove that the salary system has a negative relationship with the turnover intention, and the research results are consistent with the previous research results.
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