Title page for etd-1221102-000034


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URN etd-1221102-000034
Author Huang-Pin Chao
Author's Email Address 015343@yulon-motor.com.tw
Statistics This thesis had been viewed 5567 times. Download 3928 times.
Department Institute of Human Resource Management
Year 2002
Semester 1
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title The Study on how Job Rotation affects the employees’ Career-Related Outcomes —taking manufacturing motor companies at top 5 in Taiwan as an example
Date of Defense 2002-06-14
Page Count 96
Keyword
  • job rotation
  • Abstract Abstract
    In the best of Worlds, Covey (1995) writes, corporate revolutions will yield invigorated employees who can “interdependently in cross-functional teams” and who are “able to generate creativity, performance and innovation beyond the total of their individual capacities.” Cross-functional mobility (i.e., job rotation) can help to “program in “ an organization-wide perspective and integration of corporate goals (Hall, 1984). Therefore, in order to get successful career-related outcomes (especially in promotion rate and salary growth) in the future, an employee has to have different multi-capacities in the organization.
    One of the most progressive career development strategies, known as job rotation, is used to proactively enhance the breadth of work experiences (Campion et al., 1994). The objective of job rotation is to provide managers assignments in different areas at company to gain an overall appreciation of organizational goals, to create a broad knowledge base of different areas in business, to develop a network of organizational contacts, and to increase problem-solving and decision-making skills (Noe & Ford, 1992).
    Therefore, the purpose of this study was to develop and test a conceptual framework for the relationship between job rotation and potential career outcomes. I set up a framework and hypotheses through a review of related literatures and then empirically tested the hypotheses in the motor companies in Taiwan.
    In this framework, I tried to find out that organizational factors of job rotation (i.e., degree of emphasis, developing and training support on rotation in the organization) directly or indirectly through personal factors of job rotation (i.e., preference of rotation and rotation rate) improved their acquirement of the individual knowledge and skill for employees, and finally through the effect of the interaction between acquirement of the individual knowledge and skill and interfered with the personal career backgrounds (i.e., age, tenure, education, department, and position) to affect their career-related outcomes (i.e., promotion rate and salary growth).
    After the statistic analysis, the results are summarized as following:
    To begin with, the organizational factors of job rotation including the degree of emphasis, developing and training support on rotation in the organization are all directly related with acquirement of the individual knowledge and skill. However, there is only a directly positive relationship and effect between the degree of development on rotation in the organization and acquirement of the individual knowledge and skill.
    Second, the degree of developing on rotation in the organization also can be indirectly through preference of rotation, which is one of the personal factors to affect acquirement of the individual knowledge and skill.
    Third, there is a positive relationship and effect between acquirement of the individual knowledge and skill and career-related outcomes, which include promotion rate and salary growth.
    At last, the effect of the interaction between acquirement of the individual knowledge and skill and interfered with the personal career backgrounds affects the promotion rate and salary growth. There are some outcomes as following:
    1. The lower is the tenure and the higher is the acquirement of the individual knowledge and skill, the higher is the promotion rate and salary growth.
    2. The higher is the degree of education and the acquirement of the individual knowledge and skill, the higher is the promotion rate and salary growth.
    3. The higher is the position and the acquirement of the individual knowledge and skill, the higher is the salary growth.
    Key words: Job rotation, the acquirement of the individual knowledge and skill, career-related outcomes.
    Advisory Committee
  • Liang-Chih Huang - chair
  • Chin-Ming Ho - co-chair
  • Bih-Shiaw Jaw - advisor
  • Files
  • etd-1221102-000034.pdf
  • indicate access worldwide
    Date of Submission 2002-12-21

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