過去對於組織吸引力因素的研究與探討,多以一般求職者、以及社會新鮮人為探討對象,鮮少以國內重要的電子科技產業、常常面臨人才不足的研發類應徵者為研究對象進行探討。本研究針對國內電子科技產業數家公司,79位研發類應徵者與工作者進行調查,依問卷內容分析出之342張組織吸引力因素小卡,結果發現研發類應徵者與工作者重視的15項組織吸引力因素。 在這15項組織吸引力因素中,一般性向度為:「薪資水平」、「福利制度」、「工作發展性」、「工作內容(符合專長)」、「企業形象」、「工作環境」、「人際關係」、「組織文化」共8項。而延伸性向度為:「公司地點」、「公司未來前景」、「主管領導風格」、「公司規模」、「公司產品」、「工作具激勵性」、與「工作時數」共7項。 本研究論文在學術上的貢獻有二:第一、本篇論文是以特定研發類族群為研究對象,探討研發類求職者與工作者在組織吸引力的一般性向度與延伸性向度,可作為組織實務運用之有效參考。第二、本次問卷調查使用非量化的開放式問卷,這在組織吸引力研究範疇內,算是另一種嚐試性的做法。故本篇研究論文在組織吸引力因素探討的領域裡,在研究對象與研究方法上,在文獻充實上有更趨週延的貢獻。
In the past, studies and researches on organization attraction majorly focused on normal job applicants and fresh graduates as their investigated objectives. There is rarely study focusing the investigated objectives on research and development engineers, whom are usually wanted for critical electronic industry in country. This study involved several electronic companies, covered 79 research and development engineers participating in the survey, and sorted out 342 pieces of organization attrition factor cards. There are 15 factors of organization attraction found for research and development engineer applicants as well as incumbents. Among these 15 factors of organization attraction, 8 ones fall into normal dimension: “Salary Level”, “Benefit Policy”, “Job Development”, “Job Nature (right fit)”, “Corporate Image”, “Working Environment”, “Interpersonal Relationship”, and “Organization Culture”. While extended dimension includes: “Working Location”, “Future Prospective”, “Leadership”, “Organization Size”, “Company Products”, and “Job Inspiration”. This study provides two academic contributions. First, owning to the focused objectives specifically - research and development engineer, including both applicants and incumbents, it offers effective reference for running organization operations in practice through figuring out organization attraction in both normal and extended dimensions. Second, the survey exerted non-quantitative and open-ended questionnaires, which is deemed as pioneering pilot approach in the research field with regard to organization attraction. Accordingly, this research article contributes to the studies on factors of organization attraction with more references and full-picture views in terms of the investigated objectives and methodology.