臺灣博碩士論文加值系統

人是組織中最珍貴的資源，也是企業致勝之關鍵，當處於全球經濟激烈競爭的環境中，及全球化與國際化之浪潮下，人才流動頻率提高，組織中人員流動(turnover)是難以避免的，管理者如能由欲離職意願者瞭解員工離職原因，及找出何謂影響工作滿意度之因素，進而探討出組織中需要改進的措施，留住關鍵人才。近年來，許多跨國企業更將人才資源視為全球化的重要策略方針，積極推動國際人才在地化、人才引進、運用以及培養全球化，以藉此獲得更多的人才。近年來線上博弈產業蓬勃發展，隨著網路快速發展，加上線上博弈受各國法令限制影響程度相對於實體賭場小、提供多元遊戲及賭法，讓玩家隨時隨地皆可上網進行娛樂，也已成一新的趨勢。
本研究以線上博弈產業作為研究對象，透過個案與訪談的方式，探討該產業的各項制度之實施對員工留任意願、離職意願及工作績效之影響。研究結果發現：
1.跨國企業員工在工作中如能獲取較高的薪資收入、企業提供良好的福利措施、工作穩定性高、上下班時間彈性與舒適的工作環境，意味著員工滿意工作現況，留任意願愈益強烈
2.直屬主管與部屬的互動關係是影響員工離職的重要因素，主管的情緒態度對員工離職傾向有其相關性，領導者思考的高度會決定團隊的高度，越有能力的主管，越能正向思考，進而去創造讓員工「捨不得走」
3.注重交流互動，對於員工來說當地風土文化的不適應，導致其工作上的困難，進而使得使其在心裡發生情緒耗竭，產生離職傾向
4.跨國企業需要具備良好的溝通合作能力，必須好好地調整每位成員間的觀念，理解來自不同文化背景下員工的觀點對管理的影響

Online gambling industry is flourishing by the rapid development of Internet, due to the limitation affected by different countries and small scale of mortar casinos, gaming and gambling law providing pluralistic, allowing the player to the use the internet anywhere and anytime to have the entertainment. It really becomes a new trending of modern industry.
In this study, online gambling industry as the research object, through the case review and expertise interviews to discuss the policy vs. employee retention, turnover rate and job performance.

摘要 I
Extended Abstract II
目錄 V
表目錄 VI
圖目錄 VI
第一章、緒論 1
第一節、研究背景 1
第二節、研究動機 2
第三節、研究目的 6
第四節、研究流程 6
第五節、研究方法 7
第二章、文獻回顧 9
第一節、留任意願與離職傾向 9
第二節、團隊互動 23
第三節、工作壓力 27
第三章、研究方法 31
第一節、研究方法 31
第二節、個案研究設計 33
第三節、深度訪談 35
第四章、研究結果分析 39
第一節、受訪者背景資料 39
第二節、博弈產業海外工作壓力 39
第三節、博弈產業跨國團隊管理與互動 42
第四節、跨國企業人才留任/離職傾向 44
第五節、跨國企業員工工作滿意度與工作績效 48
第五章、結論與建議 51
第一節、研究結論 51
第二節、研究建議 55
第三節、研究限制 56
參考文獻 58
附錄、訪談資料 67

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