| dc.description.abstract | With the evolution of a modern society, the work values of employees has significantly changed. For instance, while a turnover rate is increased, it impacts the core technology of a business and losing management abilities. Concurrently this leads to a higher training cost. Staff turnover is an employee towards a weaker centripetal force and loyalty in an organization. It also implies increased personnel costs and interruption of technical heritage. A company with the right amount of staff turnover can actually improve corporate metabolism, activation of business organization, stimulation of a new method of management and the introduction of management techniques. However, as a higher staff turnover rate dose not only lower employees’’ morale and emotions, but also reduce the productivity and effectiveness of the remaining labor force due to these skilled workers leaving the company.
As a result, in the field of human resource management it is essential to reduce the turnover rate of staff. A sample of this research is based on the same professional background to study the relationship between work values, organizational commitment, cost of employment, and turnover tendency. The work values are the independent variable, staff commitment is the intervening variable, and the cost of employment is the control variable. To investigate the relationship between the turnover tendency of human resource staff and variables, research was conducted by questionnaire.
The convenience sample comprised of 330 questionnaires, retrieving 212 valid samples. It adopts SPSS statistical analysis. As a result we know ＂purpose values＂ and ＂instrumental values＂ are indirectly associated with organizational commitment. Work value towards turnover tendency is a negative correlation. Organizational commitment towards turnover tendency is a negative correlation. Individual work values towards turnover tendency is an indirect impact. Organizational commitment towards turnover tendency is an direct impact.
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