激勵制度與離職傾向關係之研究—以台灣區金融證券業為例

Research of Motivation System Effective with Turnover Intention-Focus on Taiwan Financial Industry Companies

王蘭山(LAN-SHAN WANG)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2009年)

摘要

本研究係以現職擔任金融機構之員工為調查研究對象，涵蓋外商金融及本國金融企業，其中包括銀行、證券、保險、期貨各領域。本研究以問卷作為測量工具，包含激勵制度問卷、離職傾向與其它工作機會量表和組織與個人基本資料。其中激勵制度又區分為受訪者對激勵重要性的評價及受訪者對激勵制度的滿意度。
研究結果顯示，充分提高內在激勵(工作伙伴、內容、主管充份授權等)滿意程度將可能帶給員工較低的離職傾向，或避免員工再次尋找工作；然而，提升財務性的外在激勵(薪資、獎金、旅遊補助、團體保險等)滿意度也同樣會減低員工離職的意願。其中，提升內在激勵的滿意度，將較提升外在激勵的滿意度更為有效。

關鍵字

激勵制度 ； 離職傾向 ； 金融機構員工

並列摘要

The research objective is focus on employees in Taiwan financial industry including banking, insurance etc. companies. Questionnaire survey is the major tool for the research of each staffs and companies motivation system, turnover intention and basic information relationship.
The result show low employee turnover intention has relationship with higher satisfaction of internal and financial motivation system from each staff. It is including colleague communication, authority to employees, salary, bonus etc. internal and financial motivation elements.
According usual persons stereotypes, financial elements have more effective than internal motivation for staffs turnover intention. Base on the result of research is opposite that internal motivation have more effective of staff turnover intention.

並列關鍵字

motivation system ； employee turnover intention ； employees in financial industry

參考文獻

曹萃栩 (1985)，我國企業界技術專業人員離職意願之探討，國立政治大學企業管理研究所碩士論文。

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