以高離職風險員工離職因子之探勘提升企業人力資源之穩定度

Improving the Stability of Human Resources in the Enterprise by Exploring the Turnover Factors of Employees with High Turnover Risks

林怡璇(Yi-Syuan Lin)

指導教授 ： 王淑卿

朝陽科技大學/資訊學院/資訊管理系/碩士(2020年)

摘要

員工流失不僅造成企業人力資本投入的浪費，而且會讓企業的發展帶來許多風險，如重要客戶流失、商業技術洩密或企業競爭力下降等。這些風險不僅將造成企業財產的損失，甚至會危及該企業生存。導致員工會離職或流失的原因可能是薪資、工作環境、升遷制度、工作量、及人際關係等等因素，如果在重要人才做出離職決定前，能透過調整制度、改變政策、或達到員工合理要求等來挽留優秀人才，就可以避免不必要的人力成本，也能讓企業永續經營下去。
本研究提出“員工離職因子及高離職風險員工之探勘(Exploration of employee Turnover Factors and employees with High Turnover Risks，ETF&HTR)”，首先將已離職員工的資料進行資料分析，利用SPSS社會科學統計軟體，進行資料處理分析，包括：Pearson績差相關分析及線性迴歸分析，透過相關分析了解該公司各特徵之間的相關性，以及找出員工離職的主要關鍵因素。接著，設定各個員工離職的關鍵因素之門檻值，作為篩選離職員工群的依據。繼之，由所設定之員工離職的關鍵因素門檻值，找出現職員工具高離職風險之員工。
為驗證本研究所提出的ETF&HTR，因此本研究以國際I公司為例，進行探討已離職員工的個人特徵與工作特徵對於在公司服務時間的影響是否有顯著差異。經由研究的結果分析，影響員工的離職傾向的因素其影響力排序為：目前職業工作時間＞與當前主管工作時間＞總工作時間＞上次升遷時間＞工作階級＞部門。最後，將所獲得的具高離職風險之員工群組，提供給人力資源部門進行分析並制定相關的人力資源管理策略，以減低人力的流失，防止企業組織機密外漏等等風險。

關鍵字

離職傾向 ； 人力資源管理 ； 工作特徵 ； Pearson績差相關分析 ； 線性迴歸分析

並列摘要

The turnover of employees not only causes waste of human capital investment, but also brings many risks to the development of the enterprise, such as loss of important customers, leakage of business technology, or decline in corporate competitiveness. These risks will not only cause loss of corporate property, but even endanger corporate survival. Reasons for employee turnover or loss include salary, working environment, promotion system, workload, and interpersonal relationships. If important employees in the enterprise make their retirement decisions, they can be retained through adjusting the system, changing policies, or meeting their reasonable requirements to avoid unnecessary labor costs.
This research proposes “Exploration of employee Turnover Factors and employees with High Turnover Risks (ETF&HTR)”. First, analyze the data of the employees who have left the enterprise, and use SPSS to conduct data processing analysis, including: Pearson product-moment correlation coefficient and linear regression analysis, through correlation analysis to understand the correlation between the characteristics of the enterprise, and find the main key factors for employee turnover Next, set thresholds for the key factors of each employee’s turnover as a basis for screening the group of employees who leave. Next, based on the key factor thresholds set for employee turnover, find employees who have high risk of staff turnover.
In order to verify the ETF&HTR proposed by this research, this research uses an international business machine company I as an example to explore whether the personal characteristics and working characteristics of the employees who have left the enterprise have significant differences in the service time of the enterprise. According to the analysis of the results of the study, the ranking of the factors that affect the turnover intention of employees is as follows: current occupational working time ＞ current supervisor working time ＞ total working time ＞ last promotion time ＞ working class ＞ department. Finally, the obtained high-risk employee groups are provided to the human resources department to analyze and formulate relevant human resource management strategies to reduce the risk of human loss and prevent leakage of corporate organizational secrets.

並列關鍵字

Turnover Intention ； Human Resource Management ； Job Characteristics ； Product-Moment Correlation Coefficient ； Regression Analysis

參考文獻

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