Organizations pay attentions to the issue of employee turnover, but the problem of turnover is more serious by changing in social structure, improving the living standard, and the rapid expansion of tertiary education. In the past, researchers and practitioners focused on explaining and discussing the reasons of staff leaving, but few researches explore how to reduce the employee turnover in organization through selection. Therefore, this study expected to establish the predictive model of applicant turnover by discussing and analyzing the variables affecting employee turnover. Because of the forecast accuracy, it could work well on predictive employee turnover, then to reduce employee turnover.
The study set R Company, one of Taiwan 3K industrial companies, as the target. We collected 134 valid questionnaires from current and former employees. According to the tenure of current employees and the retention time of former employees, we divided the samples into two groups at different retention time, six months, one, two and three years, then to explore the effect of variables to turnover. The results showed (1) the biodata items (education, gender etc.) are good predictors. (2) The pre-hiring on-job embeddedness was negatively related to turnover regardless of any retention time.(3)Habitual commitment wasn’t significant related to turnover.(4)We grouped the results of five-factor personality traits and named (divided into warm and impulsive type, aggressive type, indifferent to fame type and passive sensitive type), then the three-year results was found that there was a significant positive difference in turnover between indifferent staff and warm and impulsive type.(5)For the pressure from getting a job, the variable, number of dependents, showed significant negatively related to turnover when retention time was two or three-year. Besides, the three-year results show there was a significant negative difference in turnover between the total household income of NT60 millions and below NT30 millions. (6) The variable, the similarity of type of previous work, was a significant negatively related to turnover in retention time of two-year.
According to the valid predictors by logistic regression analysis, we got the predictive model of applicant turnover of six months, one year, two years, three years; the overall predictive accuracies were 76.4%, 77.1%, 86.0%, 84.9%, and the models could help the organization to make decision in the selection in the future then avoid and reduce the turnover.