大陸台商企業員工離職意願之研究-以電子業為實證對象

The Study of Intent-to-Leave of Taiwanese Firms in Employees in Mainland China - Electronic Firms as an Example

朱昌樑(Chang-Liang Chu)

指導教授 ： 曹國雄

中原大學/商學院/企業管理研究所/碩士(2002年)

https://doi.org/10.6840/cycu200200005

摘要

摘 要
自從中國大陸實行改革開放以來，熱絡了經濟的發展，然而同時也使得人力市場處於不穩定的狀態，員工跳槽及企業挖角非常盛行。大陸台商企業員工的頻繁離職是諸多管理問題中的一個較重要的難題，本研究旨在探討大陸台商企業員工的離職意願，主要目的在於：
(1) 探討台商大陸籍員工離職意願之相關影響因素為何？
(2) 探討各變項與離職意願之關聯性，何者較具解釋力？
(3) 建立預測台商大陸籍員工離職意願迴歸模式。
(4) 綜合研究結果提出改善建議，做為台商投資大陸人力資源管理之參考。
研究以中國大陸華南地區8家、華東地區5家的電子類台商企業為研究對象，利用問卷進行資料收集，共得有效問卷444份，問卷回收後以敘述性統計分析、平均數差異檢定、單因子變異數分析、相關分析、多元迴歸分析、信度檢定等統計方法進行分析。所得主要研究結果如下：
(1) 年齡、年資與離職意願呈顯著的負相關。
(2) 不同的婚姻狀況對於離職意願有顯著差異，未婚員工離職意願明顯高於已婚員工；不同的性別、教育程度、工作職位、經歷公司數對於離職意願則無顯著差異。
(3) 來自外地的員工較本地籍的員工在離職意願上沒有顯著差異。
(4) 工作自主性、工作回饋性、人際取向領導、升遷機會、薪資、決策參與感、訓練機會與離職意願呈顯著負相關。
(5) 實體工作環境、福利措施與離職意願呈現顯著負相關。
(6) 外在工作機會的知覺與離職意願呈顯著正相關。
(7) 工作滿足、組織承諾與離職意願呈顯著負相關。
此外研究發現，在員工結構方面，華南地區的台商企業員工大多來自外省，華東地區的台商企業員工大部份來自本地；他們對於薪資、福利、升遷機會的滿意度比較偏低；離職意願之顯著預測變項為：工作顯著性、薪資、訓練機會、實體工作環境、外在工作機會、工作滿足、組織承諾。對照於全體的受試者，工程師及管理人員除了工作顯著性、薪資、訓練機會、外在工作機會、工作滿足、組織承諾等變項與之相同外，年齡、參與決策、升遷機會是離職意願的顯著預測變項。

關鍵字

組織承諾 ； 工作滿足 ； 離職意願 ； 大陸台商

並列摘要

ABSTRACT
Economic development is growing rapidly in Mainland China due to its renovation and liberalization. In the meantime, the workers are unsteadily situated in the labor market. Labors are increasingly willing to give up their current job because they can easily get another job from other companies. On the other hand, companies are hunting for the capable from other ones frequently as well. Consequently, labor turnover becomes one of the most significant issues to those Taiwanese invested companies located in the Mainland China. The purpose of this study is to explore the intention of those employees who might quit from Taiwan based companies in Mainland China. The major objectives are as below,
(1) Explore the correlation and influence factors on those intent-to-leave employees.
(2) Analyze the correlation among variables and intent-to-leave, then find out the greatest impact variables.
(3) Establish the regression model to the prediction of employees' intent-to-leave.
(4) Based on the experimental studies, present the practical proposals to the human resource management in Mainland China for their reference.
Employees from eight electronic Taiwanese firms in southern China region and five firms in eastern China region were surveyed with questionnaires. Within them, 444 ones are valid. The collected data were analyzed with description analysis, t-test, one-way ANOVA, simple correlation and multiple regression analysis and reliability assessment. Following results are the major research findings,
(1) There is a negative relationship among age, seniority and intent- to-leave.
(2) In terms of intent-to-leave, single employees much more incline to than married ones do, and there is no significant difference among gender, education, position, companies sum served.
(3) There is no significant difference in intent-to-leave between local employees and those from other provinces.
(4) Intent -to-leave is negatively related to autonomy, performance feedback, relationship oriented, promotion, pay level, participation and training.
(5) Intent-to-leave is negatively relatively related to working environment and welfare conditions.
(6) There is a significant positive correlation between job alternatives from other companies and intent-to-leave.
(7) There is a negative relationship among job satisfaction, organizational commitment and intent-to leave.
In terms of employees' native, most of employees in Taiwanese firms in southern China region are from other provinces. On the contrary, the most employees in Taiwanese companies in eastern China are local people. The employees neither in the South nor in the East are satisfactory to the pay level, welfare and promotion opportunity. The eminent predictors on intent-to-leave are task significance, pay level, training opportunity, working environment, job alternatives, job satisfaction and organizational commitment. Against the all subjects, aside from task significance, pay level, training opportunity, job alternatives, job satisfaction and organization commitment; Age, participation, promotion opportunity are effective variables in the prediction of intent-to-leave for engineers and supervisors.

並列關鍵字

job satisfaction ； intent-to-leave ； Taiwanese firms in Mainland China ； organizational commitment

參考文獻

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