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博碩士論文 etd-0517120-162053 詳細資訊
Title page for etd-0517120-162053
論文名稱
Title
臺灣僱主品牌吸引力的因素之於員工留任之影響
Factors that affect Employer Brand Attractiveness in Relation to Employee Retention in Taiwan
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
69
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2020-06-04
繳交日期
Date of Submission
2020-06-17
關鍵字
Keywords
融洽的工作環境、明確的職涯路徑與規劃、友善家庭的組織文化、薪資福利、績效考核公平性知覺、僱主品牌吸引力、員工留任
perceived fairness of performance evaluation, harmonious work environment, clear career path and development, family-friendly organizational culture, salary and benefits, employer brand attractiveness, employee retention
統計
Statistics
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中文摘要
本研究目的為研究僱主品牌吸引力之餘員工留任之影響。僱主品牌在西方已受到業界重視,但在台灣卻鮮少有相關研究。該研究致力於更了解台灣專業工作者對工作的期待收穫,並針對薪資福利、友善家庭的組織文化、明確的職涯路徑與規劃、融洽的工作環境及績效考核公平性知覺,等五項僱主品牌吸引力因素之於員工留任之影響。本研究採量化,經由問卷調查共收取201份有效問卷,並運用SPSS v.24系統進行複迴歸分析。結果顯示所有假設:薪資福利、友善家庭的組織文化、明確的職涯路徑與規劃、融洽的工作環境及績效考核公平性知覺,等因素皆與員工留任呈現正相關。其中,的量表信度就研究的結果得到之管理意涵,可供企業留才決策時的參考。其中,友善家庭的組織文化量表信度需作進一步加強。因此,後續研究建議可納入其他因素(如婚姻及家庭子女數)
Abstract
The purpose of this paper is to investigate the impacts of employer brand attractiveness on employee retention. This topic is rarely explored in Taiwan. The research aims to gain better understanding of what Taiwanese working professionals want from their employment. Specifically, it investigates the following factors as employer brand attractiveness in relation to employee retention in Taiwan: salary and benefits, family-friendly organizational culture, clear career path and development, harmonious work environment, and perceived fairness of performance evaluation. This study takes a quantitative approach. Two-hundred and one survey questionnaires were collected online from Taiwanese working professionals and then entered into SPSS v.24 for multiple regression analysis. Results show that all hypothesized factors; salary and benefits, family-friendly organizational culture, clear career path and development, harmonious work environment, and perceived fairness of performance evaluation are positively correlated with employee retention. The managerial implications of this study are that Taiwanese employer could consider the above factors in company’s policy decision making to retain employees within their organization. However, the reliability score of one scale (family-friendly organizational culture) could be improved. Future studies could explore whether demographics would affect the outcomes of the results.
目次 Table of Contents
Table of Contents
Thesis Dissertation Validation Letter………………………………………………………………i
Acknowledgments…………………………………………………………….………………………………ii
摘要…………………………………………………….………………………………………………………………iii
Abstract…………………………………………………….……………………………………………………….iv
Table of Contents…………………………………………………….……………………………….........v
Table of Figures…………………………………………………….………………………………..........vii
Table of Tables…………………………………………………….………………………………...........vii
List of Symbols…………………………………………………….………………………………...........vii
Chapter 1: Introduction…………………………………………………….………………………………1
1.1 Research Motivation…………………………………………………….……………………………1
1.2 Research Background…………………………………………………….…………………………2
1.3 Research Purpose…………………………………………………….……………………………….6
1.3.1 Research Questions…………………………………………………….…………………………7
1.4 Research Contribution…………………………………………………….………………………..8
Chapter 2: Literature Review…………………………………………………….…………………..10
2.1 Employer Branding…………………………………………………….…………………………….10
2.2 Components of Employer Branding…………………………………………………….…12
2.3 Employee Retention…………………………………………………….……………………………14
2.4 Factors that affect Employer Brand Attractiveness……………………………..15
Chapter 3: Methodology…………………………………………………….……………………………22
3.1 Survey questionnaire…………………………………………………….………………………….22
3.2 Measures…………………………………………………….………………………………...............22
3.3 Sample and Procedure …………………………………………………….………………………24
Chapter 4: Analysis and Results…………………………………………………….………………27
Chapter 5: Discussion…………………………………………………….……………………………….31
5.1 Managerial Implications…………………………………………………….…………………….31
5.2 Limitations and Future Research…………………………………………………….……..33
Chapter 6: Conclusion …………………………………………………….………………………………35
Appendix…………………………………………………….………………………………......................39
Appendix 1: Histogram and Box Plot of Measurement Scale for Descriptive Statistics……………………..39
Appendix 2: Survey Questionnaire…………………………………………………….…………..43
References…………………………………………………….………………………………..................53
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