激勵制度對證券業內勤人員留任意願的影響之研究－以職業倦怠為中介變項

Abstract

企業要能永續經營與發展，除了找到合適與優秀的人才外，同時也希望能夠留住優秀的人才，使組織能夠穩定持續的成長與發展。員工在組織中所扮演的角色是能夠為組織帶來績效與發展，若員工在所任職的職務上持續無挑戰性的工作，長期下來容易產生職業倦怠之情形。因此本研究的目的在於：(1)探討激勵制度對留任意願之間的關聯性、(2)探討內勤人員對於職業倦怠與留任在S個案公司之間的關聯性、(3)探討激勵制度對職業倦怠的關聯性，及(4)探討內勤人員對激勵制度的感受會藉由職業倦怠之中介影響其留任在組織中的意願。為達上述研究目的，本研究以個案S公司之內勤人員為研究對象，透過激勵制度、職業倦怠及留任意願等量表實施問卷調查。回收的資料經彙整後進行各變項之信度與效度分析、迴歸分析及二階層的迴歸分析，以驗證本研究所提出的各項假設。研究結果發現內勤人員在工作中所產生的職業倦怠對留任意願有負向顯著的影響，另外，職業倦怠在激勵制度與留任意願之間具有部分中介的效果。最後，本研究根據研究結果分別提出對個案公司在管理制度上及對於未來研究上之建議。For an enterprise to operate and develop sustainably, it seeks for suitable and excellent talents while retaining those already in it. Hence, the organization can grow and develop steadily and continuously. In the organization, the role of employees is to bring performance and development to it. If employees continue to work on unchallenging tasks, they are prone to burnout in the long run. Therefore, this study includes folowing objectives: (1)discussing the relationship between the employee retention and the incentive system, (2)discussing the relationship between job burnout and employee retention, (3)discussing the relationship between the incentive system and job burnout, and (4)discussing the intermediary effect of job burnout on the incentive system and employee retention. In this study, the internal staff of the case company is taken as the research object, and questionnaire survey method was applied to conduct the questionnaire distribution survey to verify the relationship among incentive system, job burnout, and employee retention. After data aggregation, regression analysis and hierarchical regression analysis, correlation analysis, reliability and validity analysis are carried out to verify the hypothesis of this study. The result shows that job burnout of internal staff has significant negative effect on employee retention. Beside, job burnout has an intermediary effect between incentive and employee retention. Finally, this study provides case company with management suggestions based on the results of the study.