臺灣企業關鍵人才留任因素之研究-以新竹科學園區為例

人與人之間存在著先天與後天的個別差異，人的內在性格、價值觀與認知處理模式，影響著對事情的看法與動機，並間接影響外在的行為表現，而對於企業中最重要的資產便是人才。本研究探討臺灣企業關鍵人才留任因素之研究，並以新竹科學園區的企業為例。本研究採用問卷調查法，正式問卷發放500份，經刪除無效問卷72份，剩餘有效正式問卷數428份，有效回收率為85.6%。資料統計方法包含項目分析、描述性統計、獨立樣本t檢定、單因子變異數分析和迴歸分析。經研究發現，關鍵人才組織因素現況屬中程度認同，且以彈性扁平的組織結構層面最佳；工作特性現況屬中程度認同，且以工作回饋性層面最佳；激勵因子屬中程度認同，且以外在激勵因子層面最佳；留任意願屬中程度認同；組織因素、工作特性及激勵因子與留任意願有中度正相關，且以激勵因子為最高；關鍵人才組織因素對留任意願具有預測力；關鍵人才工作特性對留任意願具有預測力；關鍵人才激勵因子對留任意願具有預測力。本研究結果可提供企業，針對留任關鍵性人才所考慮的因素進行研析。

關鍵字

關鍵人才；組織因素；工作特性；激勵因子

並列摘要

There are intrinsic personalities, values, and cognitive processing patterns between the individual and the individual who are innate and acquired then affecting the views, motivations of things, and affecting the external behavior. And for the most important asset in the enterprise is talent. This purpose is study on the factors of retaining the key talented in Taiwan’s enterprises: Taking Hsinchu Science Park as an example. In this study, a questionnaire survey was used, 500 questionnaires were issued, 72 invalid questionnaires were deleted, and 428 valid questionnaires remained. The effective recovery rate was 85.6%. The statistical methods include project analysis, descriptive statistics, independent sample t-test, single-factor analysis of variance, and regression analysis. The study found that the key talent organization factors are in the middle degree of recognition, and the structure of the flat elastic organization is the best; The status of work characteristics is moderately recognized, and the best in terms of job feedback; Motivation factors are moderately identifiable and have the best external motivation factors; The willingness to stay in the middle of any degree; The organizational factors, job characteristics and motivation factors are positively correlated with the retention intentions, and the motivation factor is the highest; The ability of key talent organizations to predict any willingness to stay; The ability of key talents to work on their ability to predict any wish; Key talent motivation factors predictive forces for maintaining any will. The results of this study can provide companies with an analysis of the factors considered for retaining key talents.