Exploring the Causes of Turnover Rate in High-Tech Industry:A Case Study of Domestic Optical Company in Taiwan
| Autor: | Hsien-Te Lin, 林憲德 |
|---|---|
| Rok vydání: | 2015 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 103 The case of this research is renowned conglomerate which sees the bright future in opto-electronic materials and invests in an optical materials company. In order to recruit excellent talents in facing fierce competition of fast changing industry differentiation, the company works hard to improve the quality of first line technician to uplift the quality of its products and technical advantage. However, the job description differing from actual work content, limits on job development, and uncertainty in organization management system that cause a big challenge in job retention in production line technician. Under the pressures of quality and defect-free rate, how to find effective retention methods besides salary has become the most important issue facing the company. This research uses deep interview method to explore the factors in turnover which is a qualitative research method to examine the essence and its underlining meanings of the problem objectively. After finding true reasons why a model high-tech enterprise cannot retain its employees, the research tries to offer suggestions for related high-tech industries to solve the problem. Based on the information analysis gathered during interviews, interviewees view the turnover rate in three ways:first, organization management system is the key in turnover rate; second, the gap of employee expectation; third, the influence of external environment. Employees are struggled by the uncertain and unfair management system, cannot learn extra job skills, expect gap toward job, plus face insufficient incentive and worse communication, and cannot create inward identity toward the company. After a long-term low job satisfaction rate with both physical and physiological dissatisfaction, employees would arouse turnover as a result of external incentives. Consequently, the importance of job satisfaction is no less than money. Maybe the salary is major consideration when they first enter the company, however, the main causes of turnover are system wellness and job expectation. If the company could design relative incentive and satisfaction measures which meet their demands, then the company might find keys in retaining employees. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
| Externí odkaz: |
|