本研究主要在探討金融機構合併後,被合併金融機構員工的就業能力及人格特質對金融機構合併後員工去留行為的意向模式之影響並期建立銀行行員的生存預測模式,鑒於政府正為健全金融環境鼓勵、金融機構合併,導致銀行行員人數驟減,是故本研究甚具當前之政策急迫性與重要性。因此,本研究針對被合併金融機構員工進行問卷調查,期建構出被合併金融機構員工去留意向預測模式,以深入了解就業能力、人格特質及員工去留意向之互動關係,提供金融機構未來併購時,有關行員去留行為的意向模式,以提早有效做好人力資源規劃。 本研究是以問卷方式來收集資料,對象為第七商銀、豐原信用合作社及華僑商銀三家被併購金融機構之已離職及在職中員工。經資料分析獲得結果顯示: 一、 五大人格特質分類法的情緒敏感性程度及開放的學習性程度對被併購金融 機構員工是否留任具有顯著區別能力。經實證結果證實情緒敏感性程度愈高者,於金融機構被合併後仍在職中者的機率愈高;開放的學習性程度愈高者,於金融機構被合併後仍在職中者的機率愈高。也就是說,併購金融機構員工情緒敏感性程度愈高者及學習性程度愈高者與金融機構被合併後員工仍在職中的區別函數之關聯性呈現正相關。 二、 員工就業能力構面的自我行銷與職涯管理能力對被併購金融機構員工是否留任具有顯著區別能力。經實證結果證實就業能力構面的自我行銷與職涯管理能力程度愈高者,於金融機構被合併後離職的可能性愈高。
This study focuses on the government’s trying to complete the integrity of financial institution, and encouraging merging. That leads to the reduction of bank staff members rapidly; therefore the urgency and importance of this research should not be underestimated. This research explores the effects of employability and personality traits on merged financial institution staff members with respect to retention or quitting. This study also aims to build a subsistence prediction model for merged bank staff members. This study investigates the interactions of employability, personality traits and behavior of quitting a job. This study aims to provide financial institution owners staff member with intention models at a bank merge. It is expected that the results of this study can provide efficient human resource planning. This research was using the method of questionnaire survey. The subjects of this study are the staff members who have a job or quit their jobs at a bank, including 3 merged banks, which are Seventh Commercial Bank, Fengyuan Credit Society and Bank of Overseas Chinese. The results of data analysis are demonstrated as follows: 1. Emotional stability and openness to experience in the Big Five Model lead to a significant difference in the retention or quitting of staff members in the merged financial institution. It is shown that the subjects having higher emotional stability or openness to experience have higher possibility of keeping his job after a bank merge. In other words, higher emotional stability or openness to experience has a clear positive relation with staff members’ retention at a merged bank. 2. In the employability aspect, self-marketing and career management ability make a significant difference in the retention or quitting of staff members after financial institution merge.In the aspect of employability, the result of this study shows that higher self- marketing and ability of career management lead to higher possibility of quitting after bank merge.
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