ABSTRACT
Nowadays, increasing turnover rate is a major concern for many companies because more and more employees are likely to job hop, which lead to selection and training cost. In order to have a better understanding of the phenomenon, this study investigates the antecedents contributing to the technology industry in Taiwan. The purpose of the study was to examine the effects of hindrance stressors and challenge stressors on turnover intention, along with the moderating effect of career resilience. This study tested the hypotheses with survey data collected from a convenience sample of 244 full-time employees who worked in the technology industry in Taiwan. IBM SPSS Statistics 23, AMOS 26 and Hayes PROCESS macro (Model 1) were used to run the descriptive analysis, confirmatory factor analysis and Pearson correlation analysis and verify the hypothesis results. The result demonstrated that hindrance stressors and challenge stressors are positively related to turnover intention, respectively. Furthermore, the moderation result showed that career resilience positively moderated the influence of hindrance stressors and challenge stressor on turnover intention. Drawing on the job demands-resources model (JD-R), this study filled the gap in the literature by proposing hindrance stressors and challenge stressors as job demands and career resilience as job resource towards turnover intention. The findings of the study can benefit HR professionals and managers to have a better understanding of the stressors in the workplace that causes turnover intention of employees and how to avoid those problems to retain talents.
Keyword: career resilience, hindrance stressor, challenge stressor, turnover intention, job demands-resources model

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