|Author's Email Address
||This thesis had been viewed 5352 times. Download 4165 times.|
||Human Resource Management|
|Type of Document
||A Study of the relationships between Members’ Perception of Organizational Politics and Turnover Intention：The Mediating Effects of Job Satisfaction|
|Date of Defense
||perceptions of organizational politic (POPs)
perceptions of organizational politics scale (POPS)
||Members’ political behaviors in organizations often influence the decision of Human Resources on members’ salary or promotion. After perceiving organizational politics that might alter their expected job reward and performances, in the short run, employees might react negatively and lead to behaviors such as reduction of job involvement, dissatisfaction, job anxiety, as well as absentness. In the long run, there will be increasing turnover. |
The purpose of this study is to understand the relationship among Perception of Organizational Politics (POPs), Turnover Intention and Job Satisfaction. Through empirical survey data analysis, the findings are as follows:
1.There is no relationship between gender and turnover intention.
2.Members’ age is negatively correlated with their turnover intention.
3.The turnover intentions of college & university graduates are lower than those with less education.
4.Members who are single have a higher turnover intention, compared with those of married members.
5.Members with longer tenure have a lower turnover intention.
6.Managers’ turnover intention is lower than those with non-manager positions.
7.Members with higher POPs also tends to have higher turnover intentions.
8.Members with higher POPs have lower job satisfaction.
9.Job Satisfaction serves as an intervening variable, partially mediates the relationship between members’ POPs and their turnover intentions.
||Shyh-Jer Chen - chair|
Jin-Gang Ren - co-chair
Chin-ming Ho - advisor
indicate access worldwide|
|Date of Submission