無薪假對工作壓力與離職傾向影響之研究

受到「新冠肺炎」疫情衝擊，實施減班休息(俗稱無薪假)再創新高。然而大部份實施無薪休假的企業，多仍有獲利能力，因此面對這樣嚴峻的局勢，企業能否留住專業人材，將是未來東山再起的關鍵。本研究採問卷調查法，針對臺灣地區民眾進行隨機抽樣，發放電子問卷，探討員工在公司放無薪假期間對工作壓力與離職傾向之影響。本研究共計回收253份有效問卷，藉由SPSS25.0統計軟體進行分析與彙整。研究結果顯示如下: 民眾在公司實施無薪假期間工作壓力及離職傾向感受上為中度偏高。在不同背景變項下，年齡、婚姻狀態、本身有無休過無薪假、本身有無調動和代理它人職務、無薪假有無影響生活開銷、擔任職務上有顯著差異，工作壓力正向影響員工的離職傾向。由上述結果可知：無薪假會造成員工工作壓力及離職傾向變高，建議實施無薪假的單位可從降低員工工作壓力方向著手。如:舉辦員工旅遊、鼓勵休特休假..等，轉移員工焦點並採輪休無薪假模式，降低單一員工薪資影響，人力不足單位可採互相支援方式，讓員工了解各單位需求，進行更好的溝通，增進工作效率並使員工有同理心共渡難關。

關鍵字

無薪假；工作壓力；離職傾向

並列摘要

Affected by the "Covid-19 Virus", the implementation of reduced work (commonly known as unpaid break) hits a new high. However, most of the companies with unpaid leave have many profitability, but because of the impact of the outbreak researchers have started to discuss the impact of unpaid leave on employees' work pressure and turnover tendency and analysis of various aspects. In this study, a questionnaire survey method was used to randomly sample the people in Taiwan and filter out the people who did not implement unpaid leave during the work period. A total of 253 valid questionnaires were collected and analyzed and aggregated using SPSS25.0 statistical software. research shows: People feel moderately high in terms of work pressure and turnover tendency when the company implements unpaid leave. Under different background variables, there are significant differences in age, marital status, whether or not they have taken unpaid leave, whether they have been transferred and represented in other positions, whether unpaid leave affects their living expenses, and whether they hold positions. Work stress is positively correlated with turnover intention. From the above results, it can be seen that unpaid leave will increase the work pressure and turnover tendency of employees. It is recommended that units implementing unpaid leave can start to reduce the work pressure of employees. Such as: organize employee tours, encourage special vacations, etc., shift the focus of employees and adopt a rotating unpaid leave mode to reduce the impact of a single employee’s salary. Units with insufficient manpower can adopt mutual support methods to allow employees to understand the needs of each unit and perform better Communication, improve work efficiency and make employees have empathy to overcome difficulties together.