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|Title: ||人力資源從業人員的職涯定錨類型對離職傾向的影響;The Effects of the Types of Career Anchors on Turnover Intention for HR Professionals|
|Keywords: ||職涯定錨;離職傾向;Career Anchor;Turnover Intention|
|Issue Date: ||2019-09-03 12:04:43 (UTC+8)|
;If a company wants to construct an effective career system for organizations and individuals, it needs to be well-adjusted through individual career anchors and organizational requirements. For the organization, the implicit contract can help human resource management to have better effect in the operation of the organization, including the relationship between personal values and needs organizational culture and work environment. Therefore, this study intends to examine whether HR professionals, whose work involves planning, improving and maintaining the human resources system, can anchor their career by exploring their thoughts and needs on career and turnover intentions to match their career with the work provided by the organization This study classifies thirteen items of career anchors that proposed by scholars in the past into three different types which named self-perceived motivations and needs, self-perceived talents and abilities, and self-perceived concepts, attitudes and values. Furthermore, these three different types of career anchors are used as research variables in this study and the study also explores the relationship between the three and its relationship with turnover intention.
In this study, 214 samples were collected through physical questionnaires and online questionnaires and 209 valid samples were collected. The results of regression analysis shows that the effect of self-perceived motivations and needs on turnover intention is partly direct effect and part is through self-perceived talents and abilities and self-perception concept, attitudes and values on the turnover intention. The self-perceived motivations and needs has a significantly and directly negative effect on the turnover intention; the self-perceived concepts, attitudes and values of has a significantly and positive effect on turnover intention; the self-perceived motivations and needs has a significant and positive effect on self-perceived talents and abilities ; self-perceived motivations and needs also has a significant and positive effect on the self-perceived concepts, attitudes and values . Therefore, companies should provide employees with the same professional values and expectations of incentives, career paths and planning. During designing relevant systems, the company needs to have regular and closed discussions with managers and employees. The company should consider the effect between different career anchors to design an individual development plan in the face of different career orientations but valuable to the organization, to achieve the purpose of retaining talents.
Keywords: Career Anchor, Turnover Intention
|Appears in Collections:||[人力資源管理研究所] 博碩士論文|
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