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題名 Exploring the Moderating Roles of Perceived Person-Job Fit and Person-Organisation Fit on the Relationship between Training Investment and Knowledge Workers` Turnover Intentions
作者 Chang, H.-T.;Chi, Nai-Wen
紀乃文
貢獻者 企業管理系
日期 2010-10
上傳時間 10-Jun-2015 15:05:14 (UTC+8)
摘要 Previous studies have documented inconsistent results in terms of the relationship between knowledge workers` perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand-ability (D-A) job fit and person-organisation (P-O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D-A fit, P-O fit, and perceived training investment interact jointly to predict knowledge workers` turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D-A fit and extremely low P-O fit, the relationship between knowledge workers` perceived training investment and their turnover intentions became positive, and under situations of low perceived D-A fit and high P-O fit, the relationship between knowledge workers` perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed. © 2009 The Authors. Applied Psychology: An International Review © 2009 International Association of Applied Psychology.
關聯 Applied Psychology, Volume 59, Issue 4, Pages 566-593
資料類型 article
DOI http://dx.doi.org/10.1111/j.1464-0597.2009.00412.x
dc.contributor 企業管理系
dc.creator (作者) Chang, H.-T.;Chi, Nai-Wen
dc.creator (作者) 紀乃文zh_TW
dc.date (日期) 2010-10
dc.date.accessioned 10-Jun-2015 15:05:14 (UTC+8)-
dc.date.available 10-Jun-2015 15:05:14 (UTC+8)-
dc.date.issued (上傳時間) 10-Jun-2015 15:05:14 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/75647-
dc.description.abstract (摘要) Previous studies have documented inconsistent results in terms of the relationship between knowledge workers` perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand-ability (D-A) job fit and person-organisation (P-O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D-A fit, P-O fit, and perceived training investment interact jointly to predict knowledge workers` turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D-A fit and extremely low P-O fit, the relationship between knowledge workers` perceived training investment and their turnover intentions became positive, and under situations of low perceived D-A fit and high P-O fit, the relationship between knowledge workers` perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed. © 2009 The Authors. Applied Psychology: An International Review © 2009 International Association of Applied Psychology.
dc.format.extent 273276 bytes-
dc.format.mimetype application/pdf-
dc.relation (關聯) Applied Psychology, Volume 59, Issue 4, Pages 566-593
dc.title (題名) Exploring the Moderating Roles of Perceived Person-Job Fit and Person-Organisation Fit on the Relationship between Training Investment and Knowledge Workers` Turnover Intentions
dc.type (資料類型) articleen
dc.identifier.doi (DOI) 10.1111/j.1464-0597.2009.00412.xen_US
dc.doi.uri (DOI) http://dx.doi.org/10.1111/j.1464-0597.2009.00412.xen_US