員工績效與離職關係對組織獲利能力之影響

The Effects of the Relationship between Employee Performance and Turnover on Organizational Profitability

李伶珠(Ling-Chu Lee)

績效 ； 離職 ； 誘因效果 ； 篩選效果 ； Performance ； Turnover ； Incentive effect ； Sorting effect

東海管理評論

15卷1期（2013 / 07 / 01）

1 - 36

繁體中文

本研究利用一家大型汽車公司85家保修廠的財務績效與2,547位中低階層員工的資料，進行實地實證研究。研究結果顯示，績效愈差之員工離職機率愈高，且隨年資增加，員工績效與離職率的關連性更強，代表企業資遣績效不彰的資深員工，主要是為了激勵員工努力的誘因效果，而非為了辨識員工特性之篩選效果。其次，一般商業雜誌所倡導「降低離職率有助於企業獲利」並未獲實證支持，進一步區別不同績效員工之離職行為後，在降低優質員工之離職率，並提高績效差員工之離職率，才能提昇組織獲利能力。本研究管理意涵有二，第一，公司利用資遣績效差的員工，作為激勵員工努力之負面誘因。第二，呼籲企業不能只關注「平均離職率」的數字，而應重視離職員工的績效類型。

This field empirical study examines the effects of the turnover of high and low performers on the organizational profitability for 2,547 employees and 85 automotive repair branches for a major car company. The empirical results find a negative relationship between employee performance and turnover, and the performance-turnover sensitivity increases in seniority. In other words, the research site motivates the employees to work harder by dismissing senior employees with low performance for incentive effect rather than sorting effect. Many business magazines propose that low turnover helps increase a firm's profitability, but the proposition is not supported by these empirical results. The results indicate that organizations improve profitability not only by decreasing the turnover of high performers, but also by increasing the turnover of low performers. This study addresses two managerial implications. One is that firms will motivate employees' efforts by dismissing those employees with poor performance. The other is that firms should focus on the performance types of employees who resign rather than the average turnover rate.

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