不同招募管道證券營業員之留任意願差異—以工作鑲嵌為調節變項之研究（以Y 證券為例）

Abstract

留任意願是企業在人才管理上重要的指標，且人才乃企業欲達成目標過程中不可或缺之元素，因此人才的留任一直是企業不停在研究探討及處理的議題，而影響留任意願之因素非常廣泛，需透過各種面向加以探討，始得以了解造成留任意願差異之因素。研究個案正面臨人力結構老化及世代交替之議題，為能緩解組織嚴重老化現象，啟動接班人、世代傳承、新進營業員培訓等計畫，惟新進營業員流動率總居高不下，在業務承接及人員遞補上，仍遠趕不及資深營業員將申請屆退的速度，為能提高新進營業員留任效益，透過不同的招募管道來源，來了解其工作鑲嵌的程度進而探討留任意願的差異。本研究以問卷調查法採立意取樣，以個案入職一年之新進證券營業員為研究對象，探討不同招募管道晉用之新進證券營業員留任意願差異，及工作鑲嵌之調節變項，回收129份有效問卷，分析結果顯示，不同招募管道晉用之證券營業員留任意願有顯著差異，不同招募管道晉用之證券營業員工作鑲嵌亦有顯著差異，工作鑲嵌與留任意願有顯著相關，但工作鑲嵌對不同招募管道晉用之證券營業員與留任意願調節效果不顯著。本研究結果可作為個案公司未來調整招募管道比例之參考，改善個案新進營業員招募的精準度、強化人員穩定度以提升留任率。The retention is an important index in the talent management, and talent is an indispensable element in the process of achieving corporate goals. Therefore, talent retention has always been an issue been studying, exploring and dealing with. In order to alleviate the serious ageing of the organisation, succession and training were initiated.Take different recruitment channels to find out the job embeddedness and explore the difference in retention.The study is to demonstrate whether there are any differences in the retention of securities salespersons who are recruited through different channels, and to further explore the job embeddedness of different channels.The questionnaire survey method was adopted as a research tool, and new securities salespersons employed within one year of employment were selected as the research objects of intentional sampling, in order to understand the job embedding of salespersons through different recruitment channels,then explored the differences in retention to improve the accuracy of recruiting new salespersons and increased the retention rates.