研發人員轉業影響因素之探討; A study on factors affecting R&D personnel turnover

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题名:	研發人員轉業影響因素之探討;A study on factors affecting R&D personnel turnover
作者:	曹維中;Wei-Chung Tsao
贡献者:	人力資源管理研究所
关键词:	認同;轉業因素;勞動移動;研發人員;R&D personnel;labor turnover;personal identity
日期:	2011-08-18
上传时间:	2012-01-05 15:03:20 (UTC+8)
摘要:	高科技產業一直是我國經濟成長的重要來源，研發人員更扮演著高科技產業中重要的角色，要如何延攬、留住優秀人才便是人力資源管理上相當重要的課題。現有研究指出，研發人員離職率過高，因此為企業帶來巨額的勞動移動成本，本研究從轉業的角度出發，了解高科技產業研發人員離職的原因。過去關於離職的研究多半著重在薪資福利等因素，忽略了員工內在的認同，本研究填補此知識缺口，從研發人員的認同探討影響它們轉業的因素。其中，認同(identity)共分成兩構面：事業導向(career orientation)以及社交導向(social orientation)。本研究以X高科技公司的R&D人員為研究對象，對全體研發人員發放紙本問卷後共回收347份，回收率為34.7%。本研究結果顯示，屬事業導向的研發人員會傾向選擇專業技術性工作，而社交導向者會傾向選擇服務性工作。企業應針對不同認同導向的員工，實施不同的策略方案與提供不同的誘因，以達成留才手段。 It is a well-known fact that high-tech industry has an important influence on the rate of economic development in Taiwan and R&D personnel plays a key role in this industry. As it has been pointed out by many specialists that the labor turnover rate is high in this high-tech industry therefore it is important for management for the firms in this industry to do everything to reduce its labor turnover rates. It is for this reason that the major purpose of this paper is to investigate the causes of high labor turnover rate and design ways to reduce these high turnover rates. A review of the current literature in the area of labor turnover it shows that most of these studies place their focus on compensation or benefit as causes of high turnover and means to reduce labor turnover. Unfortunately they have ignored the intrinsic identity of these employees. In this thesis we investigate factors causing employees to change jobs, especially the factor of personal identity. The so called personal identity can be divided into two dimensions: career orientation and social orientation. In this study we collected of 347 questionnaires from the R&D personnel of a high-tech company X. Our findings are: 1. personal identity plays a very significant role on career choice of R&D personnel. 2. Employees with career orientation prefer to choose professional technical jobs, while employees with social orientation prefer to choose service jobs. The policy implication is that employers must find out the different orientations of their employees, and then implement different plans to maintain these two types of employees and therefore reduce their turnover rates more effectively.
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