A study of work motivation and causation for resigning under standardized working environment in NPO–A case study group P in organization I
|Keywords:||非營利組織;制式化工作;工作動機;離職因素;Non-profit organizations;standardized working format;working motivation;cause of resigning|
Non-profit organizations (NPO) have flourished in recent years and play an important role in today’s society by coordinating between government organizations and private corporates. However, like many other firms, NPO need to face the challenges to attract talented people, and moreover, to keep the talented people stay in organization. This has become a critical issue for NPO nowadays. This thesis is to study problems occurred due to standardized working format in group P organization I, such as high turnover rate among new hires, M-shaped distribution in seniority, and hidden cost caused by unstable staff. In this study, employees in group P are divided into 3 categories: manager, current employee and former employee. Questionnaire survey and interview with experts are conducted in the study. Total of 57 questionnaires were released, and 54 valid ones retrieved. I have also consulted with 8 experts within the group. Here I come out 4 study results from my research: 1. Working motivation is stronger internal-wise than external-wise for employees in group P 2. Employees are not satisfied with salary level, promotion opportunity and simplicity of tasks, etc. 3. Some of the main reasons regarding such high turnover rate among new hires are rigid working format, overwhelming working load and lack of sense of achievement. 4. Staff is composed majority by employees with high seniority and openings are only released when someone retires, while new hires are hard to be kept in the organization and thus lead to repeatedly recruit people with less experience. This is the reason that M-shaped distribution in seniority is emerged. Lastly, I have suggested 2 directions in practical manner to help with this phenomenon. One of which is to adjust company policy and human resource strategy, and the other is to improve content of work and employee career development. By providing suggestions based on my research results, I hope to assist NPO or any other firms with similar situation to reduce wasted time or money from high turnover rate and orientation costs.
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