This research investigated the determinants of engineer's turnover intention and generated the proper organizational policy to maintain engineer and maintain the benefit of the organization. Engineer is one of the important positions in the organization because they have the specific knowledge both theoretical and practical ability and appeal from the experiences. They are very valuable to the organization because they have the ability to improve the overall work as a big part of the gear.
In order to reduce the turnover intention of engineers in the organization, the implications of this research will make them understand the determinants so that they can release the appropriate organizational policies to retain the engineer and maintain the advantage of the organization. Employee turnover intention has long been extensively studied to understand the reasons behind these decisions and plan to reduce employee turnover, as direct and indirect costs have increased when employees plan to resign. In Thailand, engineers tend to resign and change jobs more often than in the past, which creates problems in the organization as the organization needs to recruit new engineers.
The impact of turnover is related to the cost of the company to lose manpower to serve the customers, the recruitment costs to study the job qualifications and recruitment processes, and the training costs to provide the knowledge to the new employee (Nakwilai, 2010) . ). When recruiting the new employee, the work qualification is applied, which can sometimes be linked to the employee's performance. Job satisfaction is one of the determining factors for employee turnover to satisfy the employee who suits the job position. This can include many aspects of reasons.
One of the most important determinants of turnover intention among engineers is job satisfaction, which can increase the level of satisfaction.
Salary
Therefore, some believe that it is simply how satisfied an individual is with his or her job, in other words, whether or not they like the job or individual aspects or aspects of the job, such as the nature of the work or supervision. Individual aspects of work that lack of recognition by superiors, feelings of misunderstanding, unfavorable treatment have the effect of turnover intention. Consensual culture emphasizes people including the values of teamwork and participation where the workplace is pleasant to work in.
Research into the effect of organizational culture types on job satisfaction and turnover intentions shows that rational culture and consensual culture have a greater effect on job satisfaction than other culture types. Furthermore, consensual culture had the greatest impact on turnover intention than other culture types. Engineers have the career progression that expects them to be involved in management and less technical.
จากการทบทวนวรรณกรรม การศึกษาก่อนหน้านี้ได้อธิบายปัจจัยกำหนดที่มีอิทธิพลต่อความตั้งใจในการลาออก แต่การศึกษาได้ดำเนินการนอกประเทศไทยและจากอุตสาหกรรมต่างๆ เช่น กรณีศึกษาโครงการของบริษัทรถยนต์วอลโว่ในประเทศสวีเดน (Kryvenda, 2012) ความตั้งใจในการลาออกสำหรับ วิศวกรก่อสร้างในไต้หวัน (อาทิตย์ 2011) การลาออกของพนักงานใหม่โดยสมัครใจในรัฐบาลประจำรัฐของสหรัฐอเมริกา (Selden, Schimoler & Thompson 2013) และความพึงพอใจในงานและการหมุนเวียนในธุรกิจค้าปลีกของจีน (Wei & Tian, 2009) ระหว่างความมั่นคงของงานกับความตั้งใจในการลาออก เราไม่ใส่ไว้ตรงนี้เพราะผมเขียนไว้ในประโยคแรก
Engineers play an important role in the organization because the ability of engineers is variable to improve the organizational performance. This research aims to discover the determinants of turnover intention among Thai engineers and provide suggestion to retain engineer in the organization.
RESEARCH METHODOLOGY
- Research Design
- Population and Sampling
- Data Collection
- Data analysis
It is easily accessible and dependent on willingness to participate in a population study. In-depth interviews are a common qualitative method because they are very effective, while interviewers and interviewees can share experiences with each other. The key questions of the semi-structured base on the areas the researcher wants to cover, but allow the two to diverge.
In the semi-structured interview, the interviewer is free to probe the interviewee to elaborate on the initial answer or to follow up on an answer from the interviewee. Job security 7 Do you think that job security is important for the intention to resign or not. Job satisfaction 10 Do you think that job satisfaction is important for the intention to resign or not.
13 Do you think that consensual culture has an effect on the intention to resign or not. 14 Do you think that rational culture has an effect on the intention to resign or not. What do you think if you were promoted to management level rather than becoming a technical expert.
Analysis of the collected mass data from interviews and presentation of the result in a way for common communication is the most important part of the research project. The big pictures are interesting to discover to describe the phenomenon of the interview data. Findings from analysis may or may not support the evidence for a theory, which theory will guide the discussion of the results.
The descriptive evidence and codes shown with examples can show evidence of the finding and the frequency of codes can also be used.
FINDING AND DISCUSSION
Demographic Data
4 .2 The determinants of engineer’s turnover intention
- Job satisfaction
- Organizational Culture
- Salary
- Performance
- Challenging Job
- Job security
- Career path
- Colleague
- Organizational socialization
- Bias work evaluation
- Distance between work place and house
- Job Offered
All the work you do is just pouring water on sand, there is no point in working in such a situation” (Male, 27, safety engineer). Both consensual and rational culture influence turnover intentions, depending on the culture in which they prefer to work. In any case, you have to work with many people in the organization, so you have to follow them.” (Male, 28, logistics engineer).
I prefer consensual culture because in the end you have to work as a team.” (Male, 42 years old, Industrial Engineer). 12 respondents answered that if they were a senior manager it means that their performance is higher than the job qualification, they will look for a new job that suits their performance, while if they were poor performers means that the job qualification is higher than their performance, they. it will continue to work whether or not training is provided as in the example below. If the job qualification is higher than my performance, I will continue to work because it is a good opportunity to learn a challenging job and I would appreciate if the company offers me the right training.” (Male, 27 years old, security engineer).
For example, one of them will find a new job if their performance was lower than the job qualification, but they will continue to work if the company offers them the training like the example below. 12 engineers who had high performance tended to find a new job if the job qualification was lower than their performance, while if their performance was lower than the job qualification they would continue working because they think it is a challenge they must complete. I think that the secured job is the good life support, I don't want to change the workplace, but I want to work with a company as long as I can" (Male, 24 years old, IT Engineer).
The company is not reliable, so who wants to work for them.” (Male, 27, surveyor). I don't like management because I don't want to work with a lot of people.” (Male, 28, surveying engineer). 10 of them preferred to be involved in management, while some of them wanted to work as technical experts.
Engineers who wanted to be involved in management thought about all the work they could do once they had enough technical knowledge, while engineers who wanted to be technical experts mentioned that they did not like working with many people and did not want to. to face many problems. If the colleagues are not okay, I will resign because it is difficult to work with them because your performance will drop and your profile will look very bad." The colleague has an effect on the turnover of the goal because they were the ones who should work with the engineers.
As a result of bias assessment, three respondents felt dissatisfied with their work and planned to quit because of this problem, as shown below. Two engineers mentioned that they wanted to work closely with their house because they wanted to spend time with their family, as follows.
RECOMMENDATIONS AND LIMITATIONS OF THE STUDY
Practical Implication
Seventh, the roles and needs of the engineers should be in harmony with the roles and needs of the organization, but this does not mean that it is difficult for all engineers to adapt to the organization. And eighth, work evaluation must be fair; the organization must evaluate without any bias or politics because engineers prefer honest evaluation. The organizational recommendations mentioned above should be implemented to ensure that engineers can continue to work and maintain the benefits to the organization.
Therefore, the organization must implement the right policies that suit the engineers in the organization.
Limitations of the Study and Suggestions for Future Research
Methods of data collection in qualitative research: Interviews and focus groups. 2007) An introduction to qualitative research. 1997) Impacts of job and organizational satisfaction, and organizational commitment on turnover intention in Thai public sector engineers, (Master's Thesis). Retrieved from http://johnlatham.me/many-participants-enough/. The relationship between spiritual management and determinants of turnover intention.
International Journal of Physical Distribution & Logistics Management Int Jnl Phys Dist & Log Manage, 375-388. The study of determinants of turnover intention for GGG (Thailand) Company (Master's thesis) Retrieved from http://eprints.utcc.ac.th fulltext.pdf. Retrieved from https://www.nbrii.com/employee-survey-white-papers/survey-research-yields-data-on-employee-turnover/.
