| dc.description.abstract | The current economic and trade market is global and borderless, and the COVID-19 pandemic has had a devastating impact on the global economy, resulting in fierce competition in the labor market. Young employees are experiencing a different employment environment from the past, and there is a gap between the knowledge acquired in school and its practical application in the workplace. Facing the challenges of talent mobility bottlenecks and young employees lacking immediate career readiness, enterprises and employers expect that through an employee training to enhance the organizational cultural identification of these employees and to solve talent shortage and retention issues. As far as the nation is concerned, young employees have a little utilization of their school knowledge and high job mobility, which has a certain impact on the labor market and economic development. Therefore, the government spares no effort in promoting employee training that aligns with the needs of enterprises and industries to reduce the number of young employees who become NEET and experience long-term unemployment, and achieves the effect of cultivating and retaining talents.
This research uses data from 10,589 survey samples of 15-29-year-old young employees’ employment status conducted by the Ministry of Labor from 2018-2020 to explore whether an employee training promoted by employers and the government will affect young employees’ retention and to analyze the effects of various factors affecting an employee training and retention. Using the Bivariate Probit Model as the empirical model, the empirical results indicate that the proportion to the main decision-making of young employees′ participation in an employee training and job retention willingness is the scale of the young employees′ companies, the degree of application of what they have learned, and the level of education. Young employees pay much attention to the matching degree between their work and personal interests, and are eager to use their expertise and interests to make innovations to achieve self-worth needs, and young employees are more likely to stay in organizations that offer employee training opportunities. This study found that the fairness within the organization is also important to young employees. Consequently, enterprises and employers are willing to provide to young employees who possess the characteristics will affect their participation in an employee training and willingness to stay. This research can assist in the development of more targeted policies and measures aimed at promoting the professional growth and retention intentions of young employees. | en_US |