公部門人力資源管理措施對約聘僱人員離職傾向之影響：工作滿意度的中介效果

本研究旨在探討公部門人力資源管理措施對約聘僱人員離職傾向之影響，以及工作滿意度在人力資源管理措施與離職傾向間之中介效果；以新北市政府約聘僱人員為研究對象，採用立意取樣方式進行資料蒐集，共回收472份有效問卷，使用SPSS與AMOS統計分析軟體進行資料分析與處理。研究發現如下：（1）人力資源管理措施感受度、工作滿意度與離職傾向的知覺均為中等程度；（2）人力資源管理措施感受度越佳，則離職傾向越低；（3）人力資源管理措施感受度越佳，則工作滿意度越高；（4）工作滿意度對離職傾向有顯著負向影響力；（5）工作滿意度在人力資源管理措施與離職傾向間存在有部分中介效果。具體而言，公部門應加強約聘僱人員對人力資源管理措施有較佳的感受度，並持續提升約聘雇人員的工作滿意度，藉此可弱化人員的離職傾向，對人員留任意願具有一定程度效果。

關鍵字

人力資源管理措施；工作滿意度；離職傾向

並列摘要

This study aims to explore the impact of human resource management practices in the public sector on the turnover intention of contracted employees, and the mediating effect of job satisfaction between human resource management practices and turnover intention. Taking contracted employees in New Taipei City as the research object, using the intentional sampling method was used for data collection, a total of 472 valid questionnaires were recovered, and SPSS and AMOS statistical analysis software were used for data analysis and processing. The research findings are as follows: (1) perceptions of human resource management practices, job satisfaction and turnover intention are moderate ; (2) better perceptions of human resource management practices are associated with lower turnover intention; (3) better perceptions of human resource management practices are associated with higher job satisfaction; (4) job satisfaction has a significant negative impact on turnover intention; (5) job satisfaction has a partial mediating effect between human resource management practices and turnover intention. Specifically, in the public sector, it is recommended to enhance contracted employees' perceptions of human resource management practices, and continuously improve personnel's job satisfaction. This approach can mitigate turnover intention and have a certain degree of effect on retaining employees.