人力資源是組織重要的資產,在產業競爭激烈的今日,留住具有價值的員工來增加企業競爭力,是必須且非常重要的,尤其是在以「人」服務「人」的餐旅產業中更是如此。本研究主要目的在探討員工所感受到的工作壓力,與激勵制度對留任意願的影響,將工作壓力分成工作技能、工作負荷、主管支持、同事支持等四類,而激勵制度分為內在報酬、外在報酬等兩類,且探討不同員工的個人變項在留任意願上的差異。本研究以國內某連鎖速食業在臺灣高雄、屏東地區的員工為研究對象,使用結構式問卷進行調查,透過樣本公司人力資源部經理的協助,進行便利抽樣,挑選出高雄、屏東地區裡,單店內員工超過30人以上之分店共計8家,並抽取該分店內全部的員工為研究樣本。本研究共發出300份問卷,回收271份,扣除不當填答、一致性填答以及複選的問卷後,實際有效問卷份數為192份,有效回收率為64%。本研究所使用的研究方法包含了敘述性統計、探索性因素分析、信度分析、迴歸分析、獨立樣本T檢定、單因子變異數分析;研究結果顯示,工作壓力變項中,工作技能與主管支持,與激勵制度中,內在報酬、外在報酬,皆對留任意願有顯著正向影響,而在員工的個人變項中,性別、婚姻狀況、工作職級對留任意願皆有顯著差異,但年齡、教育程度、工作年資、薪資則對留任意願沒有顯著差異。研究結論可提供給相關業者參考。
Human resources are important assets of the organization. Nowadays, retaining valuable employees to increase business competitiveness is necessary and important; especially in Hospitality industry. The purpose of this study is to investigate the relationship among job stress, incentive system, and the intention to retain. In this research, job stress includes four categories: job skills, workload, support from supervisor, and support from co-workers; and the incentive system is divided into two categories: intrinsic rewards and extrinsic rewards; and the retaining intention of different employees will be discussed. In this study, structured questionnaires were used to collect data from the employees who work in the fast-food chain industry in Kaohsiung and Pingtung areas. By the help of the sample company's human resources manager, this research selected 8 stores that the single shop which employs 30 people or more in Kaohsiung and Pingtung by convenience sampling. The employees of the eight stores are all for the study sample. Totally 300 questionnaires were distributed and 271 were retrieved. Deducting improper fill, consistency fill, and Repeat fill, the actual number of copies is 192 valid questionnaires; the effective rate is 64%. Research methods used in this study included descriptive statistics, exploratory factor analysis, reliability analysis, regression analysis, independent samples T-test, and ANOVA analysis. The results showed that work skills, supervisory support, intrinsic rewards and extrinsic rewards will impact the retaining intention. In the staff's personal variables, gender, marital status, job level will remain in the ranks of the significant differences; however, the retaining intention will not have difference between ages, educational level, years of work, and salary.
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