探討雇主品牌、員工幸福感與留任意願的關聯性—以科技壓力和工作壓力作為干擾

雇主品牌是影響企業或組織內員工是否會持續留在原有職位的重要因素之一，加上近年來離職的風氣盛行，雇主品牌的重要性隨之上升。針對雇主品牌的研究逐年增加，但與多數國外研究比較之下，國內相關研究之質量仍尚不足，且以科技業為研究對象，探討雇主品牌、員工幸福感與留任意願的關聯性的研究更為少見。故本研究使用雇主品牌、員工幸福感與留任意願的關聯性對科技業從業人員進行相關研究，並以科技壓力與工作壓力作為干擾變數作探討，進而提供科技產業之人力資源實務管理做出參考建議。本研究以科技業從業人員為研究對象，回收有效問卷543份，為驗證上述變數之關聯性與研究之假說，本研究運用SmartPLS軟體進行路徑分析檢定。分析結果發現：（一）雇主品牌對員工幸福感有顯著影響（二）員工幸福感對留任意願有顯著影響（三）科技壓力對員工幸福感有顯著影響（四）工作壓力對員工幸福感有顯著影響（五）科技壓力在雇主品牌對員工幸福感上的干擾不顯著（六）工作壓力在雇主品牌對員工幸福感上的干擾不顯著。根據本研究分析結果，本研究進一步對實務管理意涵做出建議，在學術建議方面，雇主品牌各構面對於員工幸福感的影響皆為顯著，而在科技壓力與工作壓力方面的干擾皆為不顯著，而從過去文獻可以發現，每個人對待壓力的方式不同，就會產生不同的結果。在實務建議方面，本研究建議雇主對待員工應像對待客戶一樣好，像是定期舉辦增進同事之間良好關係的活動，或是在員工福利上做調整，讓員工的幸福感提升進而提高留任意願。在研究限制與未來研究方面，本研究建議後續研究者可採縱斷面研究對其他產業做不同分析，並納入其他變數當作中介以及干擾變數。

關鍵字

雇主品牌；員工幸福感；留任意願；科技壓力；工作壓力

並列摘要

Employer brand is one of the most important factors that affects employees' willingness to stay in their original positions in the company or organization. In addition, the trend of resignation in recent years is prevalent, and the research construct with employer brand has become more important as well since the related studies increased year by year. In comparison with most of foreign studies, the quality and quantity of related domestic studies are still quite insufficient. Moreover, studies which explore the relationship among employer brand, employee well-being and retention willingness are still relatively rare. Therefore, to understand the relationship among those constructs, this study applies them as basic research structure and added technostress and job stress as moderators to explore their possible relationships by the investigation on technology industry practitioners to provide theoretical and practical suggestions for human resources management in technology industry in Taiwan. We focuses on technology industry practitioners, 543 valid questionnaires were recovered, then the software SmartPLS was applied for path analysis to test the hypothesis derived by the research structure of the study, and the results reveals that: (1) Employer brand has a significant impact on employee well-being (2) Employee well-being has a significant impact on retention willingness (3) Technostress has a significant impact on employee well-being (4) Job stress has a significant impact on employee well-being (5) Technostress does not significantly interfere with employer branding on employee well-being (6) Job stress does not significantly interfere with employer branding on employee well-being. Base on the results addressed, the conclusions and suggestions of this study can be divided into academic and practical parts. In terms of academic part, all aspects of the employer brand have significant impacts on employee well-being. When it comes to two moderators, technostress, and job stress, both the effects of interference are not significant. This can be explained through the literatures which referred that each person may deal with pressure in different ways. In terms of practical advice, we suggest that employers should treat employees as their own customers, for example, hold regular events to promote good relationships among colleagues or adjust in employee benefits, that can effectively enhance the employees' well-being and then, the retention willingness. At last, we suggest that the main structure can be applied by follow-up researchers to study other industries, and the use of longitudinal cross-sectional is also suggested. Other or more innovative moderators can also be considered put into this fundamental structure to explore the further meaningful results to provide more implications for the domain of the human resource management.