激勵制度、工作壓力與離職傾向之關係研究： 以紡織業為例

A Study Of Relationship Among Motivation System, Work Stress And Turnover Intention- A Case Of Textile Industry

李豐文(Feng-Wen Lee)

指導教授 ： 陳銘薰

國立臺北大學/商學院/企業管理學系/碩士(2012年)

摘要

論文題目：激勵制度、工作壓力與離職傾向之關係研究：以紡織業為例
論文頁數：69頁
所 組 別：企業管理學系　　　　　　　　　　　（學號：79979901 ）
研 究 生：李豐文　　　　　　　　　　　　　指導教授：陳銘薰 博士
論文提要內容：
台灣紡織產業是很傳統的行業，很多的技術與經驗是靠人來傳承，如何留住人才，才是留住競爭力的保障。為了留住人才，並能使員工能對合乎組織產生正面的效益。一般會將激勵制度當作是一種重要的政策制度來管理員工。一般激勵制度分為財務性激勵制度與非財務性激勵制度。一套完整的激勵制度，對於員工的工作動力和努力將有激勵的作用，更進一步將能提升企業組織的績效。另一方面，工作壓力方面也是影響人員自動性離職的主要因素之ㄧ。如何有效的紓解企業員工的工作壓力，亦將是企業能否留人才，壯大企業實力及強化組織競爭力的重要因素之ㄧ。
本研究以紡織業業界對激勵制度、工作壓力與離職傾向之相關性研究其間行為的相互影響性。本研究係以台灣紡織業從業人員為研究對象，以問卷調查方式進行研究。共發出 200 份問卷，其中有效問卷 129份，有效樣本回收率為 64.5%。本研究採用 SPSS 19.0 統計軟體進行資料分析，分析方法主要分為：樣本之敘述性統計分析、信效度分析、變異數分析、相關分析及迴歸分析五個部份。本研究主要探討紡織從業人員之激勵制度、工作壓力與離職傾向，相互間的關係是否呈現正向或負向影響。研究結果顯示，非財務性激勵制度對離職傾向有負向影響，財務性激勵制度與工作壓力則無顯著相關。
本研究以不同屬性人員作分析發現，業務行銷人員對於財務性的激勵制度感受性明顯高於研發工作者。研究所以上學歷對非財務性激勵制度之要求上大於大學畢業之學歷者。年輕的員工離職傾向高於年長之員工，這顯示出，年紀越大，轉換工作越不易，這點與我們普遍的認知上是相同的。薪資高的人員離職傾向低於薪資低的人員，這也說明了高薪確實是留住人才的重要因素。基層員工的離職傾向明顯高於主管職的員工，這也顯示出，良好的升遷管道，確實能增加人員留任的意願。調升薪資確實能降低離職傾向。
對於紡織業員工而言，工作環境之優良與工作安全之重視是最重要的部份，留住人才之首要工作就是創造一個舒適、安全的工作環境。
關鍵字：財務性激勵制度、非財務性激勵制度、工作壓力、離職傾向

關鍵字

激勵制度 ； 工作壓力 ； 離職傾向

並列摘要

ABSTRACT A study of Relationship among Motivation system, Work Stress and Turnover Intention- A case of Textile Industry by Lee, Feng-Wen June 2012 ADVISOR(S): Dr. Chen, Ming-Shiun DEPARTMENT: Department of Business Administration MAJOR: Business Administration DEGREE: Executive Master of Business Administration Traditional textile industry in Taiwan has been relied on people to pass a lot of technology and experience to others. In order to retain talents, motivation system is considered an essential policy to manage employees. Motivation system consists of both financial motivation and non-financial motivation. A set of motivation system enable to motivate employees to work hard and further to enhance the performance of the business organization. On the other hand, work stress is one of the factors to affect employees who want to intend to quit automatically. Therefore, one of the important factors of competitiveness is how effectively relieve the work stress of the employees and it will become whether the company has ability to stay talents. The research is to study among the relationship of motivation system, work stress and turnover intention for employees of textile industry in Taiwan. There were distributed a total of 200 participants for the copies of questionnaire and 129 valid questionnaires were recovered. The recovery rate of valid samples is at 64.5%. The statistics software the SPSS 19.0 was used to generate data. The data analysis included descriptive statistics analysis, analysis of variance, Pearson correlation coefficient analysis and regression analysis. The results show that non-financial motivation is negatively related to turnover intention and financial motivation has no significant effect on work stress. The focus of this research is to determine of any significant correlation among motivation system, work stress and turnover intention for employees of textile industry. This research is also to discover if it is positive or negative between two factors. To analyze different categories of employees find that sales person for the financial motivation system is significantly higher than research workers. Above graduate schools background demand non-financial motivation higher more than graduate from university. Then, the study also concludes that younger employees are highly intended to quit than older ones. It shows the same common cognition as people that it is difficult to transfer the jobs when age increased. However, employees of high salary have less turnover intention than those who have lower salary. Therefore, high salary indeed is an essential factor for retaining talents. And members of the basic unit have higher intention to quit than directors. It also reveals that a great promotion channels can really increase the willingness of staff retention. Raising salaries can really reduce the turnover intention. Finally, providing a great working environment and job security is essential to motivate employees and retain talents. Keywords: financial motivation, non-financial motivation, work stress, turnover intention

並列關鍵字

Motivation system ； Work Stress ； Turnover Intention

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