企業組織認同、工作倦怠對離職傾向影響之研究--以中強光電為例

A Study of the Influence among Organization Identity, Burnout and Turnover Intention on Enterprise - An Example as Coretronic Corporation

吳泰毅(Tai-Yi Wu)

指導教授 ： 劉家銘

共同指導教授 ： 哈冀連

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2017年)

摘要

進入21世紀後，高科技產業表現已經是產業中的明星，對台灣經濟發展貢獻度高，更成為台灣對外出口商品的重要一環，政府更提出要把台灣開發為新一代科技島及亞洲矽谷。但是高科技產業向來偏重在資本密集和技術密集導向，產品生命週期短，市場的競爭環境非常激烈，人力資源的運用與甄補實在是科技產業競爭的關鍵。
從過去的研究發現企業員工對組織認同程度不足之問題，就容易產生工作倦怠感，以致影響工作情緒及成效，進而產生離職傾向，甚至有具體的離職行為。因此，本研究試圖了解科技產業員工之組織認同、工作倦怠對於離職傾向之影響，探討組織認同及工作倦怠是否能有效改善科技產業員工離職行為。
本研究期以台南市某家科技產業員工作為研究對象，在進行問卷調查後，發現，員工之組織認同對工作倦怠與離職傾向均有顯著的負相關；而員工的工作倦怠感與離職傾向有顯著正相關；但工作倦怠在組織認同與離職傾向間並不具有中介效果。因此本研究建議，高科技產業要留住優秀員工，就要加強員工對企業之認同，讓員工與公司有一體感與休戚與共的感覺；同時適度的紓解員工壓力，注意員工身心理的健康，甚至個人與家庭因素均要給予適當的輔導，才能有效降低離職傾向與離職率。

關鍵字

組織認同 ； 工作倦怠 ； 離職傾向 ； 科技產業

並列摘要

After the 21st century, the performance of high-tech industry is a star in the industry, a high contribution to economic development of Taiwan. They has become an important part of foreign exports, the government also proposed to Taiwan to develop a new generation of science and technology island and Asia Silicon Valley. But the high-tech industry has always been emphasis on capital-intensive and technology -intensive, short product life cycle, the market is very competitive environment, the use of human resources and increment is really the key to competition in the technology industry.
Through the past study found that employees lack of organizational identity of the problem, it is easy to produce a sense of job burnout, so that affect the work mood and effectiveness, resulting in turnover tendencies, and even specific turnover. Therefore, this study attempts to understand the organizational identity of the employees of the technology industry, the effect of job burnout on the turnover intention, and whether organizational identity and job burnout can effectively improve the employee's turnover in the technology industry.
In this study period, the work of a science and technology industry in Tainan City was studied. After the survey, it was found that the organizational identity of employees had a significant negative correlation with job burnout and turnover intention. Job burnout has a significant positive correlation with turnover intention. But there is no mediate effect of job burnout in organizational identity and turnover intention. Therefore, this study suggests that high-tech industry to retain the outstanding staff, it is necessary to strengthen the staff of the enterprise recognition, so that employees and companies have a sense of solidarity and solidarity at the same time moderate to ease the staff pressure, health, and even personal and family factors should be given appropriate counseling in order to effectively reduce the turnover and turnover rate.

並列關鍵字

organizational identity ； job burnout ； turnover tendency ； technology industry

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