| 摘要: | 現今企業在面臨人力資源管理時，普遍面臨如何有效留住人才的挑戰。員工的留任意願直接影響企業的經營效益與競爭力，因此，探討影響員工留任意願的因素對於企業管理具有重要意義。
依據Griffeth、Hom與Gaertner（2000）的研究，影響員工離職的因素包含了整體的工作滿意度、組織與工作環境、工作內容、外在環境、工作績效、組織承諾等因素。根據Hackman與Oldham（1980）的研究，主管的領導風格以及授權與否；對員工留任的決定有著顯著影響。
本研究對象設定為在職人士，探討主管領導風格、工作特性、工作壓力、工作滿意度與留任意願之關係。藉由問卷調查法，且為不記名線上問卷調查方式，資料蒐集時間自2019年11月至12月，總共回收265份有效研究資料。
調查所得資料以敍述性統計分析、信度分析、因素分析、皮爾森相關分析、驗證性因素分析獲致以下研究結論：
工作特性對工作滿意度沒有顯著相關、主管領導風格對工作滿意度有顯著正向影響，工作特性對工作壓力有顯著正向影響、主管領導風格對工作壓力有負向顯著性影響；工作壓力對工作滿意度有顯著正相關、工作滿意度對留任意願有正向影響，有顯著相關、工作壓力對留任意願有負向相關，沒有顯著性影響。
因此，企業應重視主管領導風格的培養，提供必要的支持與資源，改善工作環境，降低員工的工作壓力。這樣可以有效提升員工的工作滿意度，進而增加其留任意願。
;In today′s corporate environment, one of the most common challenges faced by organizations is effectively retaining talent. Employees′ willingness to stay directly affects the operational efficiency and competitiveness of a company. Therefore, understanding the factors influencing employee retention is significant for management. According to the research by Griffeth, Hom, and Gaertner (2000), factors affecting employee turnover include overall job satisfaction, organizational and work environment, job content, external environment, job performance, and organizational commitment. Additionally, Hackman and Oldham (1980) found that the leadership style of supervisors and whether they delegate authority significantly impact employees′ decisions to stay.
This study targets current employees and explores the relationships between supervisors′ leadership styles, job characteristics, work stress, job satisfaction, and retention willingness. Using an anonymous online questionnaire, data were collected from November to December 2019, yielding a total of 265 valid responses.
The collected data were analyzed using descriptive statistics, reliability analysis, factor analysis, Pearson correlation analysis, and confirmatory factor analysis, leading to the following conclusions: job characteristics and job satisfaction have no significant correlation; supervisor leadership style and job satisfaction have a significant correlation; job characteristics and work stress have no significant correlation; supervisor leadership style negatively impacts work stress and has a significant correlation; work stress negatively impacts job satisfaction but does not have a significant correlation; job satisfaction positively impacts retention willingness and has a significant correlation; work stress negatively impacts retention willingness but does not have a significant correlation.
Therefore, businesses should emphasize cultivating effective leadership styles among supervisors, providing necessary support and resources, and improving the work environment to reduce employee work stress. These measures can effectively enhance job satisfaction, thereby increasing employees′ willingness to stay.
Keywords: leadership style,job characteristics, work stress, job satisfaction, retention willingness. |
