A study on determining factors of turnover intention of general employees and repatriates in Taiwanese electronic industry

Abstract

In order to solve the problem of employee turnover, many scholars have tried to analyze the factors which the major of factors that contribute to such behaviors. If an organization can predict what employees’ demand, it would be better for take the first step to decrease their turnover intention. At present, Taiwan electronic industry is having a hard time with high turnover rate of employees. In order to maintain the high competition among other electronic industries in foreign countries, electronic companies need to retain the repatriated employees in their firms and this should also be extended to the general employees as well. Therefore, there is need for research to examine the antecedents of turnover reasons with the aim of trying to reduce the turnover intention. This study tried to examine whether job satisfaction with regards to payment, nature of work, supervision, organizational commitment and attitude of job-hopping can affect Taiwanese IT general employees and repatriates’ intention to leave the organization, and how these factors can help us determine the difference in turnover intentions among of the two classes of employees. Questionnaire and statistics are used to calculate and analyze the data collected from 24 Taiwanese electronic companies. Findings: data from 449 respondents were used to validate the measures and tested our research model. Based on the results from empirical analysis, for the general employees, payment, nature of work and job-hopping were found to be negatively related to turnover intention. For the repatriated employees, organizational commitment was only found to be negatively related to turnover intention. In conclusion, we can see that the major determinants of turnover intention for the repatriated employees that we have to pay more attention on are payment, nature of work, and supervision. If these conditions don’t favor them, they are prompted to change jobs or quit. Companies should therefore see to it that the above issues are addressed adequately.