臺灣博碩士論文加值系統

The program of study presented in this thesis focuses on the constructs of employee turnover intention. Given the argument that turnover intention models need to be developed according to organizational context, a specific organizational population was identified for study in this research program. The current research program focused on a sample population of officers and workers employed at foreign-invested enterprises in Viet Nam. This population was chosen due the paucity of research that has investigated turnover and turnover intention processes.
The study tested the hypothesis that the reasons about personality are predictive of voluntary resignation of male and female officers and workers. There was a report regarding some results bearing on turnover intention from a field study conducted in foreign-invested enterprise at Binh Duong Industrial Park in Viet Nam. This study presented a conceptual model of how job autonomy, procedural justice, distributive justice, decentralized-decision making, turnover intention in the Vietnamese context. The research tested the hypothesized relationships with data from one foreign-invested enterprise and discussed the results. Through data analysis, the results showed that employees will be impacted by organizational justice, performance, and so on. These influences have a significant effect on employees’ thinking as well as loyal with organization. After that there will act upon on their performance, for long time they will think about leaving from those companies. It means that from the result indicated some general factors influenced on turnover intention in the organization, especially in foreign-invested enterprise. They are job autonomy; procedural justice; distributive justice has negative effect on employees’ turnover intention. Moreover, centralized-decision making has positive impact on turnover intention.

Abstract i
Acknowledgment iii
Table of Contents v
List of Tables vi
List of Figures vii
Chapter 1 Introduction 1
1.1 Research background 3
1.2 Research questions 5
1.3 Research goals 5
1.4 Structure of the research 6
Chapter 2 Literature Review 8
2.1 Turnover 11
2.2 Employee turnover 15
2.3 Turnover intention 16
2.4 Job autonomy 19
2.5 Organizational justice: procedural justice and distributive justice 20
2.6 Centralized-decision making 32
Chapter 3 Methodology 34
3.1 Research model 34
3.2 Hypotheses and design of instruments 35
Chapter 4 Data analysis and results 40
4.1 Sources of empirical data 40
4.2 Data reduction process 41
4.3 Reliability of variables 44
4.4 One-way ANOVA analysis 46
4.5 Regression analysis 47
Chapter 5 Conclusions and limitations 51
5.1 Conclusions 51
5.2 Discussions 51
5.3 Limitations 53
5.4 Future research 53
References 55
Appendix A 65
Appendix B 70

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