學習意圖、職涯適應力及員工留職意願-以台灣Ｙ世代員工為例

Abstract

Nowadays, the external business environment is become volatility, uncertainty, complexity and ambiguity (VUCA). Generation Y is an age group that will dominate the workforce, also they need to construct their career in this changed world, thus, Generation Y is considered as the key target to maintain because they are the preservation and existence to the workforce in global. Simultaneously, their characteristics have been noticed because the cohort effect has influenced their concept of learning attitude, the philosophy of constructing career as well as their organizational commitment. The purpose of the study, therefore, was to explore the relationships among learning intention, career adaptability and employee retention, the differences of educational levels on learning intention and the gender differences on the level of employee retention. In terms of research methods, this research adopted quantitative approach and designed an online questionnaire to collecting data. A total of 349 valid respondents is collected and underwent t-Test, One-Way ANOVA, SEM to test the hypothesis as well as answer the research questions. The statistical results indicated that learning intention have significant influence to employee retention and career adaptability, however, career adaptability have no obvious relationship to employee retention, furthermore, the gender and educational levels have no difference on learning intention and employee retention. Based on the finding, suggestions are provided to human resources field, Generation Y and future research. It is hoped that these results may serve as a basis understanding of Generation Y toward learning intention, career adaptability and employee retention.

Nowadays, the external business environment is become volatility, uncertainty, complexity and ambiguity (VUCA). Generation Y is an age group that will dominate the workforce, also they need to construct their career in this changed world, thus, Generation Y is considered as the key target to maintain because they are the preservation and existence to the workforce in global. Simultaneously, their characteristics have been noticed because the cohort effect has influenced their concept of learning attitude, the philosophy of constructing career as well as their organizational commitment. The purpose of the study, therefore, was to explore the relationships among learning intention, career adaptability and employee retention, the differences of educational levels on learning intention and the gender differences on the level of employee retention. In terms of research methods, this research adopted quantitative approach and designed an online questionnaire to collecting data. A total of 349 valid respondents is collected and underwent t-Test, One-Way ANOVA, SEM to test the hypothesis as well as answer the research questions. The statistical results indicated that learning intention have significant influence to employee retention and career adaptability, however, career adaptability have no obvious relationship to employee retention, furthermore, the gender and educational levels have no difference on learning intention and employee retention. Based on the finding, suggestions are provided to human resources field, Generation Y and future research. It is hoped that these results may serve as a basis understanding of Generation Y toward learning intention, career adaptability and employee retention.