臺灣博碩士論文加值系統

　　人是推動企業發展的原動力，也是企業最重要的資產，人才的流失會導致企業的損失，不論是高階的管理階層或是基層的產線人員都是企業最寶貴的資產。
　　離職對對公司及組織來說，必然造成經濟效益的損失及成本上的增加，其中包括招募、選拔晤談、教育訓練等間接人事成本，以及員工技能知識的可運用性及效能性而產生的低報酬率，對公司及組織造成不小的負面影響。
本研究利用Ｊ個案的離職數據進行卡方檢定分析，得到以下結果：
1. 年齡對離職行為有顯著影響。
2. 年資對離職行為有顯著影響。
3. 員工性質對離職行為有顯著影響。
4. 薪資福利和個人因素交互作用對離職行為有部份影響。
5. 環境因素和個人因素交互作用對離職行為有部份影響。
6. 激勵及升遷機會和個人因素交互作用對離職行為有部份影響。
最後提供給與企業參考並提出建議以改善員工的離職狀況。

People are the driving force behind the development of enterprises, and they are also the most important assets of enterprises. The loss of talents will lead to the loss of enterprises. Both high-level management and grassroots production line personnel are the most valuable assets of enterprises.

Resignation will inevitably result in loss of economic benefits and cost increase for companies and organizations, including recruitment, selection of interviews, education and training, and other indirect personnel costs, as well as the low availability and effectiveness of employee skill knowledge. The rate of return has a negative impact on companies and organizations.

This study used the resignation data of the J case to perform chi-square test analysis and obtained the following results:
1. Age has a significant impact on resignation.
2. Seniority has a significant impact on resignation.
3. The nature of the employee has a significant impact on the resignation.
4. Salary and benefit and personal factor interaction have a partial impact on resignation.
5. The interaction of environmental factors and personal factors has a partial impact on resignation.
6. Incentives and promotion opportunities and personal factors have a partial impact on resignation.

書名頁 i
論文口試委員審定書 ii
中文摘要 iii
英文摘要 iv
誌謝 vi
目 錄 vii
表目錄 viii
圖目錄 x
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程圖 4
第二章 文獻 5
第一節 離職定義與離職傾向 5
第二節 工作滿足 8
第三節 工作相關因素與離職之關係 10
第四節 個人因素與離職之關係 13
第三章 研究方法 18
第一節 研究對象與研究方法 18
第二節 研究架構 21
第三節 樣本資料分析 23
第四章 研究分析 26
第一節 離職數據分析 26
第二節 離職數據交叉比對分析 32
第五章 結論與建議 55
第一節 研究結論 55
第二節 建議 59
第三節 研究限制及建議 61
參考資料 62

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