Abstract
In Taiwan, as the tendency of declining birth rate, high colleges entrance rate, attractive LCD industry development of Two Trillion & Twin Stars project, and young generation’s preference for service industry, FABs are going through the problem of labor shortage. Female high school graduates have been the main cluster of technical staffs in FABs, so labor shortage is especially apparent in non-graduation seasons and non-first tier foundry players. Further, IC industry is now in the mature stage, there are no longer alluring stock bonus, in addition, many IC companies keep improving their welfare to attract talents； plenty choice for limited manpower, so high labor turnover rate in FABs can be seen, with is consider to be the persecution for company development. Based on such background, the purpose of the study is to explore the turnover intension of DL (Direct Labor) employees, and we want to find out significant and predictable factors, in the hope of offering useful references for business to manage its human resource. This article aims at the research in job characteristics, job performance, job satisfaction and turnover intension. The dimensions of job characteristics are divided into the variety of task, the identity of task, the significance of task, the autonomy of task, and the feedback of task. The dimensions of job performance are considered in outcome-based performance and behavior-based performance. The dimensions of job satisfaction are divided into intrinsic and extrinsic satisfaction. The turnover intension is based on the framework Mobley developed in 1978. Through the exploration of literature and analysis of empirical data from questionnaire, result shows： Sex, educational background, and age in demographic statistic features show significant influences on DL’s turnover intension. The significance of task, the autonomy of task, and the feedback of task have significant positive influences on DL’s job satisfaction. Job performance shows significant positive influence on DL’s job satisfaction. The variety of task and the feedback of task in the dimensions of job characteristics in turn have significant negative and positive influences on the DL’s turnover intension. Behavior-based performance in the dimensions of job characteristics shows significant negative influence on the turnover intension of DL. Job satisfaction shows significant negative influence on DL’s turnover intension. Job characteristics, job performance and job satisfaction have partly significant influence on turnover intension.