薪資制度與離職傾向之關聯性研究-以南部某電子公司為例

Research on the Correlation between Salary System and Turnover Intention – A Case of Electronic Company in the South of Taiwan

劉哲愷(Che-Kai Liu)

指導教授 ： 廖紫柔

義守大學/管理學院/工業管理學系/碩士(2019年)

摘要

過高的員工離職率將會影響組織績效，同時增加企業的人事成本的負擔，人員的穩定度，不論是供給的穩定亦或員工留任的穩定度，已成為企業提升或維持競爭力必須最重視的環節之一。企業為了達到吸引人才與留住人才的目標，如何設計出符合員工需求的薪資制度通常是其中最基本的機制，也是最直接的第一步。
本研究從員工端角度出發，探討薪資制度及離職傾向關係之研究。本研究彙整上述變數之相關文獻並做關聯性探討，針對公司員工，以便利抽樣方式進行問卷調查，共回收212份有效問卷，以SPSS統計軟體，進行樣本組成分析、敘述性統計、信度分析、t檢定、單因子變異數分析及迴歸分析等。
分析後獲得結論如下：(1) 研究結果證明薪資制度與離職傾向具有顯著負向關係，研究結果與過往研究結果一致；(2) 年齡、年資等人口統計變項對於薪資制度與離職傾向具有顯著差異；(3) 年齡與年資對薪資制度--離職傾向關係之干擾效果不成立。最後本研究並提出結論與建議，供學界、業界以及後續研究做為參考。

關鍵字

薪資制度 ； 離職傾向 ； 干擾效果

並列摘要

Excessive employee turnover rate will affect organizational performance, and increase the burden of personnel costs. The stability of personnel, whether it is the stability of supply or the stability of employee retention, has become the most important thing for enterprises to maintain competitiveness. In order to achieve the goal of attracting talents and retaining talents, how to design a salary system that meets the needs of employees is usually the most basic mechanism and the first step.
This study explored the relationship between salary system and turnover intention from the perspectives of employees. This study summarized the relevant literatures of the above-mentioned studies and conducted relevant discussions. For the research objects, a questionnaire survey was conducted by means of convenient sampling. A total of 212 valid questionnaires were collected and performed by SPSS statistical software. Statistical methods such as descriptive statistical analysis, reliability analysis, t-test, ANOVA, and regression analysis were executed to test research hypotheses.
The research results were shown as follows: 1.) the salary system has a negative relationship with the turnover intention, and the research results are consistent with the previous research results; 2.) Such demographic factors as age and seniority make significant differences on salary system and turnover intention; 3.) The moderating effects of age and seniority on the relationship between salary system and turnover intention are not found. Conclusion and suggestions were given for future studies as references.

並列關鍵字

Salary system ； turnover intention ； moderating effects

參考文獻

一、中文

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林文政、陳慧娟、王湧水（2007）。薪資制度與管理。台北：國立空中大學。

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