知識工作者即將成為新世紀工作職場的大多數族群，他們對經濟體系以及組織成長擁有最大的影響力，但知識工作者的高移動率為知識經濟的一種特徵，無論是在哪一產業知識工作者離職所帶來的成本是非常高的(Sutherland, 2004)，而且尋找知識工作者已形成非常嚴重的問題，鑒於知識工作者未來會更加供不應求，留住這些員工將會與當初招募他們一樣困難(Davenport, 2006)。因此組織有必要去了解是何種因素可以鞏固知識工作者的留任意願，以降低這些關鍵員工的離職現象，然而台灣自2000年以來，邁向知識經濟時代，如何留住知識工作者也是台灣企業必須去面臨的問題。 知識工作者留任問題雖然重要，但國內學者很少探究此問題，而國外學者也鮮少進行實證研究，本研究從組織因素、工作因素以及人力資源管理制度因素切入，以探討影響知識工作者留任之意願，並且找出這些留任因素的相對重要性。本研究採問卷調查方式，以L公司的知識工作者為研究對象，問卷共發放1000份，有效問卷共530份。研究結果發現「組織結構」、「工作挑戰性」、「訓練制度」、「職涯發展制度」以及「薪酬制度」對知識工作者的留任意願有顯著正向的影響。最後，本研究藉由研究結果，提供企業實務上參考，以及學術上後續研究的建議。 In the coming years, knowledge workers will soon become the majority in the workplace. As being known, they have the most influence on the economy and organizational growth. One of the characteristics of the knowledge economy is the high level of mobility among knowledge workers. The cost of labor turnover of these key resources is high in across industries (Sutherland, 2004). However, looking for new ones seems a very tough problem. With these observations, it is obvious that the job of retaining knowledge workers will be as difficult as recruiting them (Davenport, 2006). As a result, there is a need to understand what factors are underpin the retention cognitions of knowledge workers so that organizations may reduce the labor turnover of these key employees and to minimize its adverse effects. For enterprises in Taiwan, the issue of retaining knowledge workerse becomes more critical as the our economy moves towards “Knowledge-based economy”. Despite the importance of retaining highly skilled knowledge workers, there are few studies on this topic in Taiwan. Thus it is the purpose of this study to investigate factors affecting the retention of knowledge workers and the relative importance of each factor. The data of this study is collected via a survey from knowledge workers in L Company. Of the 1000 questionnaires 530 useful ones were returned, we found that structure of jobs, challenging nature of the job, training opportunity, career planning and compensation pickage have significant impact on knowledge workers’ intension to stay. Based on these findings, policy implications, suggestions and recommendations to employers on their HRM policies and direction of further study were given in the final section of this study.
