| dc.description.abstract | Under the dramatic changes, such as the revolution of technologies, the way people finding jobs has been changed. Workers reach more job opportunities. Information asymmetry between companies and job seekers has also been decreased. Eurofound (2015) claims that workers’ job tenure becomes shorter, job stability is decreasing and ‘job for life’ is disappeared. Workers tend to change their career rapidly than before and it may lead to the rise of company cost and it’s become an important issue to companies and managers. In Taiwan, the Ministry of Labor statistics reports that 25 to 30% of employees have intention of changing jobs, and 35 to 45% of workers in Taiwan indicate that they are having career concerns at work. There are few Taiwanese research to study about how different types of career concerns influence different types of career change intention. Thus, the purpose of this study is to explore the relationship between diverse career concerns and career change intentions.
This study use three year data (year 2009, 2013, 2016) from the ＂Survey on the Living and Employment Situation of Labor “questionnaire as secondary data to explore career topics. We divides the original career concerns from the questionnaire into four new categories: worries about workload, worries about working environment, worries about human capital, worries about job security; and also divides the original career change intention from the questionnaire into four new categories: moving to potential department, moving to easier department intention, turnover intention, entrepreneurial intention. Using logistic regression to examines the relationship between different types of career concern and career change intention. According to the statistic outcomes, this study confirms that:
1.Worries about workload are partially positively related to moving to easier department intention; and positively related to turnover intention.
2.Worries about working environment are positively related to moving to potential department intention; and partially positively related to moving to easier department intention; and positively related to turnover intention; and partially positively related to entrepreneurial intention.
3.Worries about human capital are positively related to moving to potential department intention; and positively related to turnover intention.
4.Worries about job security are partially positively related to moving to easier department intention; and positively related to turnover intention.
Keywords: career concern, career change intention
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