COMPARING PUBLIC AND PRIVATE EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION IN TAIWAN: TESTING THE ASSUMPTION OF LOWER-ORDER NEED
|關鍵字:||公家機構員工;民營機構員工;工作滿意;離職傾向;需求層級;Public Employees;Private Employees;Job Satisfaction;Turnover Intention;Hierarchy of Needs.|
The purpose of this research is to compare the job satisfaction and turnover intention of public - and private -sector employees. Questionnaire survey was used to collect data from employees of various private enterprises and public organizations in the two studies, which compose of this research. The results of the first study show that, first, public employees have a lower extrinsic satisfaction and lower turnover intention, but higher intrinsic satisfaction compared to their counterparts in the private sector. Second, the negative relationship between the extrinsic satisfaction and turnover intention is weaker in public employees than in private employees. The results derived from the second study show that, first of all, similar to the findings from the first study, public employees have a higher intrinsic satisfaction but a lower turnover intention compared to private employees. Secondly, the negative relationship between extrinsic satisfaction and turnover intention is weaker in public employees. Thirdly, the lower-order need is stronger in public employees than in private employees; the lower-order need and turnover intention is negatively related with each other in both public and private employees. Fourthly, the lower-order need does not cause a weaker negative relationship between extrinsic satisfaction and turnover intention in public employees. The argument concerning that a stronger lower-order need in public employees weakens their extrinsic satisfaction—turnover intention relation is rejected. The public employees’ lower mobility in job market is proposed as an alternative viable explanation. On the basis of the findings from the two studies, we suggest that public sector should create mechanisms to assist their dissatisfied employees to transfer to other jobs within their organizations or to the private sector. The mechanisms will induce a healthy turnover rate in public sector. More importantly, these mechanisms will provide those who are dissatisfied with the extrinsic aspects of their jobs an opportunity for moving onto other jobs that are better suited for them.
|Appears in Collections:||Thesis|
Files in This Item: