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The Relations among Corporate Reputation, Organizational Commitment and Intention to Stay
|Authors:||李 隆 盛|
李 偉 豪
Intention to Stay
Employee turnover rate has been one of the major concerns in the field of human resource. In Taiwan, turnover rate of talented employees is very dynamic. In addition, employees not only value on monetary compensation but also inner feelings. Therefore, in order to satisfy employees’ needs, it is important to strengthen organization and employees’ emotional attachment. By exploring the relationships among corporate reputation, employees’ organizational commitment as well as intention to stay, the purpose of this study was to investigate whether corporate reputation can increase employees’ intention to stay through employees’ organizational commitment. To attain this purpose, a questionnaire survey was conducted in 2013. Subjects who volunteered to take part in the survey were the employees who worked in domestic private enterprises. Of the 600 questionnaires distributed, 405 valid ones were returned. The collected data were statistically analyzed through SPSS and obtained the following results: (1) A positive correlation exists between corporate reputation and organizational commitment. (2) A positive correlation exists between corporate reputation and intention to stay. (3) A positive correlation exists between organizational commitment and intention to stay. (4) Organization commitment partially mediates the relationship between corporate reputation and employee’s intention to stay.
|Appears in Collections:||學位論文|
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