臺灣博碩士論文加值系統

近年來景氣不佳，企業為求降低成本，進行人事精簡、遇缺不補，造成員工工作量增加、超時工作，使員工感到不安。雖有勞基法保護員工，但企業也發展出責任制應對，使員工仍需配合企業超時工作，在工作沒有受到保障的情況下，員工開始對工作產生不滿足感，而一般員工對企業內制度無法造成任何改變的情況下，容易引發離職意圖。
本研究為探討企業員工離職因素，訪談對象為研究個案A公司中於民國96年之後所招募之新進員工，這些員工在進入公司之後到離職，對於公司制度、工作環境或個人因素所引起想離職之衝動或事件。以深度訪談方式進行研究資料收集，將訪談內容轉成逐字稿後，分類並分析其離職因素，及可能改善之方法。
主要研究結果為：公司期許新進員工能成為公司未來的接班人，使得新進員工對於自己在公司內所扮演的角色抱有極大的期望，並認為自己應該為公司的變革有所貢獻。然而，當新進員工進入公司後卻發現，組織內部員工或制度並未準備好接受變革，且對新進員工所提出要改善公司制度或工作流程之想法亦產生排斥的行為。此外，組織內部存在的溝通障礙亦是加深新進員工的認知衝突、無力感及期望落差知覺，進而導致新進員工產生離職意圖及離職行為。

In recent years, we underwent a time of poor economic. Enterprises managed to streamline their personnel and hired no more employee when a position was vacant, for seeking the way to reduce costs. It made employees' workload to be increased as well as employees overworked and felt worried. Although the Labor Standards Act protect employees, enterprises also develop a responsibility system to deal with. So that employees still work overtime with the business. Employees begin to feel unsatisfied when they realize that their jobs have not been guaranteed. And that a normal employee ,who can not change anything about systems in the enterprise at all, easily intend to resign.

The purpose of this study is to identify factors influencing resignation among the staff. The interviewed subjects for this study are newly hired staff in the recruitment of company A after 2007. And the subjects focus the events or movements, regarding the systems, environment in company or staff themselves when the staff work from enter to leave, which resulted in the resignation of the staff. To improve the problem and to clarify the factors , the suggestion is made by deeply interviewing to collect information for research , and by turning the content of the intervew into transcipts to clasify and to analyze the factors of the resignation.

目次
摘 要 II
目次 III
表目錄 IV
圖目錄 IV
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第貳章 文獻探討 5
第一節 引發離職意圖的因素 7
第二節 期望落差 17
第參章 研究方法 19
第一節 研究流程與方法 19
第二節 資料來源 25
第肆章 研究結果 30
第一節 研究發現 30
第二節 小結 37
第伍章 結論與建議 38
第一節 結論 38
第二節 理論與實務意涵 41
第三節 研究限制與未來研究建議 44
參考文獻 46

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