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Title page for etd-0712106-110214


URN etd-0712106-110214 Statistics This thesis had been viewed 2553 times. Download 18 times.
Author Jin-Yen Lien
Author's Email Address kia8905@yahoo.com.tw
Department Management Business Administration
Year 2005 Semester 2
Degree Master Type of Document Master's Thesis
Language English Page Count 68
Title LEADING INTO TURNOVER--THE IMPACT OF JOB STRESS AMONG FINANCIAL SERVICE PEOPLE
Keyword
  • WORK OVERLOAD
  • TURENOVER INTENTION
  • TURENOVER INTENTION
  • WORK OVERLOAD
  • AUTONOMY
  • FAIRNESS OF REWARD
  • JOB STRESS
  • ROLE AMBIGUITY
  • ROLE CONFLICT
  • ROLE CONFLICT
  • ROLE AMBIGUITY
  • JOB STRESS
  • FAIRNESS OF REWARD
  • AUTONOMY
  • WORK OVERLOAD
  • TURENOVER INTENTION
  • TURENOVER INTENTION
  • WORK OVERLOAD
  • Abstract Owing to the dramatically change environment of domestic financial institutions, the predicament for the financial people is unimaginable for the outsiders. Severe job stress is dysfunctional, in that it has been linked to decreased satisfaction, commitment and productivity, and increased absenteeism, burnout and turnover, all of which adversely affect net profits. This study, therefore, tries to build a model to test the job stress affecting the turnover factor among financial service people, and to gain insights into the primary cause of job stress among financial service people.
    Six financial institutions staffs worked in Taipei area were invited to join the research. Totally 300 questionnaires were mailed and 256 respondents completed the questionnaires, representing a response rate of 85.33%.
    In this study, the proposed model fits the data reasonably well. Except autonomy and fairness of reward, the remaining four hypothesized paths were found to be significant. The role stressors, role overload, role ambiguity, and role conflict, are the main factors to produce job stress to financial service people. Besides, the results of the present study elucidate the crucial role that job stress can play in the turnover intention of financial service people for it provides empirical evidence that experienced the job stress report significantly higher intentions to leave their job.
    Advisor Committee
  • Mei-Fang Chen - advisor
  • Hao-erl Yang - co-chair
  • Hsuan-Hsuan Ku - co-chair
  • Files indicate in-campus access only
    Date of Defense 2006-06-07 Date of Submission 2006-07-12


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