| 摘要: | 本研究運用大陸融資租賃業之T公司2011-2018員工的人事資料，以期間分析法來探究影響人員自願與非自願離職的相關因素，並依據分析結果提出相應的管理建議。
研究結果發現：若僅以單一因素套用簡單的Kaplan-Meier法來進行分析，絕大多數的變數對員工離職風險都會產生顯著影響，但以完整的競爭風險模型來處理員工離職問題時，則有許多變數會呈現不一樣的結果。
影響員工「自願離職」的因素包括到職年齡、性別、婚姻狀況、職等、產品、是否擔任主管、晉升、薪資等，而教育程度、駐在地、員工戶籍等因素則未見顯著影響。在「非自願離職」的部分，同樣會產生顯著影響的因素有到職年齡、性別、婚姻狀況、職等、產品等，是否擔任主管或晉升則變成沒有顯著影響，而薪資部份的影響模式也有所不同。
;This study investigated the personnel data of 2011-2018 employees of T Company in the mainland financial leasing industry, and performed the period analysis method to explore the relevant factors affecting the voluntary and involuntary separation of employees, and proposes corresponding management suggestions based on the analysis results.
The study found that using a simple Kaplan-Meier method to analyze the problem, most of the variables have a significant impact on the employee turnover risk. However, when the complete competitive risk model is used to deal with the employee turnover problem, several variables show different results.
Factors affecting employees′ "voluntary resignation" include age, gender, marital status, grade, product, whether they are in charge of supervisor, promotion, salary, etc., while education, resident, employee household registration and other factors have not been significantly affected. In the "involuntary resignation" section, factors that also have a significant impact are age at work, gender, marital status, grade, product, etc. Whether a supervisor position or promotion has no significant impact, and the impact model of the salary component is also different. |
