離職員工工作動機與雇主熟悉度對回任傾向之影響

本研究探討離職員工工作動機和雇主熟悉度對回任意願的影響。離職員工回任可以減少企業培訓成本並獲得較好的工作績效，但學術上較少研究離職員工回任議題，因此本研究以一家在臺灣的日資電子公司離職15個月以內的員工實施問卷調查，從回收的726份有效問卷資料，以SPSS進行因素分析重建簡化的工作動機量表，透過迴歸分析驗證主效果及調節效果。結果顯示：工作動機四個次構面中，挑戰、外向與回任傾向有顯著正向關係；而享受、報償與回任傾向有顯著負向關係。雇主熟悉度對外在工作動機的二個次構面報償、外向與回任傾向之間的關係有顯著調節效果。本研究將工作動機和雇主知識理論拓展到離職員工的回任上，並有益於離職員工回任實務的參考運用。

關鍵字

離職管理；回任傾向；工作動機；雇主熟悉度

並列摘要

This study examines the effects of separated employees' work motivation and employer familiarity on their willingness to return. Separated employees returning to the prior organization could benefit employer from reducing training costs and achieve better job performance though, few researches focus on the role of work motivation and employer familiarity on reinstate intention of separated employees. This study conducted a survey on separated employees of a Japanese-owned electronics company in Taiwan and collected 726 valid questionnaires. Using SPSS factor analysis, this study reconstructed a simplified scale of work motivation for further analysis. Using hierarchical regression analysis to verify the main and interference effects among the re-search variables. The results show that: challenge and outward sub-dimensions of work motivation have significant positive relationship with reinstate intention, but enjoyment and compensation sub-dimensions have negative relationship with reinstate intention. The results also show that employer familiarity has a moderating effect on the relationship between the two sub-dimensions of extrinsic work motivation (compensation, outward) and reinstate intention.