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  • 學位論文

員工留任:激勵因素對於員工留任及離職傾向之影響

Employee Retention: A Quantitative Investigation of Various Factor Effects on Intention to Stay and Intention to Leave

指導教授 : 劉慶湘
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摘要


員工留任對是人力資源管理中最嚴峻的挑戰之一,而員工離職,特別是針對製造業,則會產生許多負面因素的影響。本研究之目的是探討各項因素對員工留任及離職傾向之影響,針對個案Dien Quang 公司提出建議以期能建立提升員工留任率之具體作法。因此,本研究分析個人特徵,獎勵,生涯發展,管理模式及人際關係分別對於員工留任和員工離職傾向之影響。本研究採用多變量迴歸分析來探討自變數與依變數之相關性。Dien Quang 公司的350位藍領員工參與本次問卷調查,有效樣本數為302份。研究結果顯示獎勵會提高員工留任的傾向,但對員工離職並無顯著的影響,而生涯發產和管理模式對員工留任有正面影響,但對員工離職傾向有負面影響。此外,人際關係對員工離職傾向有顯著影響,但對員工留任傾向並無顯著相關。根據此研究結果,建議個案公司應該注重獎勵,生涯發展與管理模式等因素,即可增強員工留任意願。此外,應該關心員工的個人情況,提供他們適當的支持,並提出幫助員工有一個工作與生活的平衡的方案,尤其是增強他們的人際關係。本研究的建議不僅可應用於Dien Quang 公司,並且可以適用於越南相同產業之製造業。

並列摘要


Employee retention is one of the biggest challenges of human resource management in various organizations especially manufacturing firms due to the high turnover rate and numerous disadvantages which cannot be eliminated. The purpose of this case study is to provide recommendations to enhance the employee retention of Dien Quang Company by investigating various factor effects on employees’ intention to stay and intention to leave. Therefore, demographic factors, recognition, career development, supervision, and interpersonal relationship were employed to clarify their influences on both intention to stay and intention to leave. Multivariate regression model was used to analyze the correlation between dependent variables and their determinants. 350 blue collar workers of the company participated in the survey but only 302 were qualified for the research sample. The results showed that recognition increases employees' intention to stay but has no significant effect on intention to leave. Career development and supervision have positive impacts on employee intention to stay but negative influences on intention to leave. Besides, interpersonal relationship has a positive effect on intention to leave but insignificant correlation is found with intention to stay. Therefore, it is suggested that the company should focus on enhancing employees' commitment through recognition, career development, and supervision as key elements of their employee retention strategies. Additionally, caring about their personal information to assign them appropriate positions and supports are also recommended. Besides, proposing flexible solutions in helping them to have a work-life balance, especially in their interpersonal relationship will also be highlighted. Recommendations are provided for not only Dien Quang Company but also other manufacturing enterprises which operate on same field in Vietnam.

參考文獻


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被引用紀錄


黃黛玲(2016)。心理契約中影響員工留任之關鍵因素-以藍寶石基板製造業研發人員為例〔碩士論文,中原大學〕。華藝線上圖書館。https://doi.org/10.6840%2fcycu201600214

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