Dissertation on Career Planning
The study of career needs, career development programmes and job satisfaction levels of R&D personnel: the case of Taiwan
Tser-Yieth Chen, Pao-Long Chang and Ching-Wen Yeh
Abstract This study sets out to explore the relative gap between career development programmes and career needs, and its subsequent causal effect on job satisfaction levels among research and development (R&D) personnel. The study reveals that R&D personnel have diverse career needs at various stages of their career, and that job satisfaction levels among this group are particularly affected by the gap between career needs and career development programmes depending upon which stage of their career they have reached. It is also clear, for R&D personnel in particular, that not only is the gap between career development programmes and career needs an important determinant of job satisfaction, but that there are considerably higher turnover levels among researchers in the high-tech industry in Taiwan than the average level for industry as a whole. Thus, from a pragmatic perspective, it is of particular importance to propose effective career development programmes aimed at satisfying the career needs of R&D personnel in order to improve the level of job satisfaction in this group.
Keywords Career needs; career development programmes; job satisfaction.
Introduction
It was highlighted in the empirical study by Garden (1990) that research and development (R&D) personnel demonstrated significantly higher turnover levels than the general industry average; furthermore, one of the findings of the study was that career development opportunities were a key factor. Leavitt (1996) recognized that, even without offering high salaries, those companies which adopted suitable career development programmes were capable of enhancing internal job satisfaction levels. In Schein’s (1978) study, it was argued that
Tser-Yieth Chen, Pao-Long Chang and Ching-Wen Yeh
Abstract This study sets out to explore the relative gap between career development programmes and career needs, and its subsequent causal effect on job satisfaction levels among research and development (R&D) personnel. The study reveals that R&D personnel have diverse career needs at various stages of their career, and that job satisfaction levels among this group are particularly affected by the gap between career needs and career development programmes depending upon which stage of their career they have reached. It is also clear, for R&D personnel in particular, that not only is the gap between career development programmes and career needs an important determinant of job satisfaction, but that there are considerably higher turnover levels among researchers in the high-tech industry in Taiwan than the average level for industry as a whole. Thus, from a pragmatic perspective, it is of particular importance to propose effective career development programmes aimed at satisfying the career needs of R&D personnel in order to improve the level of job satisfaction in this group.
Keywords Career needs; career development programmes; job satisfaction.
Introduction
It was highlighted in the empirical study by Garden (1990) that research and development (R&D) personnel demonstrated significantly higher turnover levels than the general industry average; furthermore, one of the findings of the study was that career development opportunities were a key factor. Leavitt (1996) recognized that, even without offering high salaries, those companies which adopted suitable career development programmes were capable of enhancing internal job satisfaction levels. In Schein’s (1978) study, it was argued that
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