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The Relationship among Employee’s Career Planning, Turnover Intention and Job Involvement
Taiwan electronics industry suffered a recession from 2008 to the first half year of 2010. After that, the recovery becomes a trigger of employee’s job change in this field. Therefore, how to help the employees’ to improve their career planning as well as job involvement and decrease their turnover rate has become a critical issue in the companies related to electronics. The purpose of this study was to explore the relations among employees’ career planning, job involvement and turnover rate as well as the relations among the above three variables and employee’s personal variables. Questionnaire survey method was employed to attain the purpose. Totally, 300 questionnaires were mailed to the employees in a selected semiconductor company and 179 effective ones were returned. As a result of statistical analyses, the following findings are obtained: (1) The employee having better career planning has higher job involvement; (2) The employee having better career planning has lower turnover intention; (3) The employee with supervisory position is more urge to have career planning than the employee without supervisory position; (4) The employee, who is over 50-year-old, has higher job involvement than the employee is under 50-year-old. However, the employee, who is under 30 years old, has higher turnover intention; (5) Job involvement has a complete mediation effect on the relation between employee’s career planning and turnover intention.
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