影嚮高科技人才留任意願因素之分析：以光電代工廠商為案例

The Determinants of High-Tech Employees’ Intention to Retain:The Case Analysis of a Local LCD TV OEM Company

10.6838/YZU.2011.00360

陳立雯

高枓技產業 ； 高科技人員 ； 工作特性 ； 組織承諾 ； 工作滿意 ； 留任傾向 ； High- tech company ； high-tech employee ； Job Characteristics ； Organizational Commitment ； Job Satisfaction ； retaining intention

元智大學管理碩士在職專班學位論文

2011年

碩士

吳崇光

繁體中文

近年來，台灣高科技產業不斷的迅速發展，當企業在面對全球性的激烈競爭時，必須體認到，在越仰賴專業知識與技術的產業中，必須愈重視企業內部的員工。而高科技產業的工作特性是工作時間較長、內容繁雜且單調、工作壓力大、甚至為了配合專案的完成經常需要犧牲家庭的時間，更有很多因為太操勞而猝死的案例，以上種種的特性，皆有可能導致流動率的升高，因此，本研究的目的在於了解高科技產業的工作特性是否會影響到其人才的工作態度，並探討影響這個產業的人才留任意願之因素為何。同時，就外在工作機會此一變數是否影響工作態度與留任意願的關係，亦進行分析。 為探討此議題，本研究從人力資源管理的文獻中發展研究模組與假說，並以台北某光電產業為調查對象進行問卷測試，回收之後的資料，以迴歸分析來驗證研究的假說。結果顯示，工作特性會影響工作滿意度，且是屬於正向的關係。而組織承諾及工作滿意也會對員工的留任傾向有著正向的影響。然而，外在工作機會對工作態度與留任意願的關係並無顯著影響力。

As Taiwanese high-tech companies develop steadily at rapid pace in recent years, companies have to realize that, when facing fierce global competition, it is important to not just rely on advanced technical knowledge, but also focus on internal development of employees. The job characteristics of high-tech companies are related to long working time ,many complex but dull things , high stress or need to sacrifice the family time for the company , even there are many cases of overworking death , Based upon those phenomena ,it is not unusually that the employees' turnover rate in the industry tends to be high. Therefore, the object of this study is to investigate if the Job characteristics of high-tech companies could affect employees' job attitudes including job satisfaction as well as organization commitment, and become the determinants of their retention intention. In addition, the moderating effect of external job opportunity is also examined. By applying human resource theories, a theoretical framework is developed and research hypotheses are proposed. A field survey is conducted to gather the responses from 113 employees who work for an LCD OEM company in Taipei city. According to the findings, job characteristics significantly influence job satisfaction in a positive way. Both organization commitment and job satisfaction affect high-tech employees’ intention to retain, while external job opportunity has no impact on the relationship between organization commitment and intention to retain.

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