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博碩士論文 etd-0726119-154209 詳細資訊
Title page for etd-0726119-154209
論文名稱
Title
促使Y世代員工留任意願之質性研究
A Qualitative Study of Exploring Reasons That Facilitates Generation Y Employees’ Willingness on Retention
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
136
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
2019-08-23
繳交日期
Date of Submission
2019-08-26
關鍵字
Keywords
生涯規劃、升遷藍圖、企業文化、Y世代、人力資源管理、留任意願
Personal Career Plans, Complete Promotional Blueprint, Generation Y, Retention, Human Resource Management, Corporate Culture
統計
Statistics
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中文摘要
本論文研究採用質性研究設計及方法,目的在探討及研究臺灣Y世代就業人力之工作留任意願及離職之因素。現今臺灣就業人力逐漸由Y世代人才投入職場,因此本研究從人力資源管理角度出發,希望能幫助了解Y世代人才可能因為何種因素願意長期留任於同一間企業或公司服務以利於雙方及社會經濟之發展。本研究以半結構式訪談方式對五位臺灣任職於服務業的員工進行訪談,並使用主題分析研究方法進行文本資料之分析後,發現影響Y世代人才留任因素為下:
1. 與組織內部工作同僚之人際關係互動融洽及相處氣氛正向。
2. 著重組織所提供之學習及成長機會,包括未來升遷藍圖以及各式學習或訓練課程以提升自身能力。
3. 營造正向積極的企業文化並增加員工對於企業之認同感。
4. 多元化之員工福利。
5. 組織外可能影響Y世代留任意願之因素為個人生涯規劃,其中發現包括未婚者進入婚姻、進行更高學位之攻讀、居住地搬遷、扶養子女以及追求個人目標或夢想。
綜合研究發現,企業可針對各式不同面向進行留才配套措施之設計,包含營造正向積極之企業文化、提倡工作生活平衡、提供優於水平之薪資及員工福利、規劃公平及完整之晉升藍圖、落實企業社會責任、給予員工工作上的彈性、進行各式員工關懷等,皆有助於增加Y世代員工留任之意願,為企業提供更有效率之人力資源管理方針。
關鍵字:Y世代、人力資源管理、留任意願、企業文化、生涯規劃、升遷藍圖
Abstract
This thesis research is adopted with qualitative research design and method, it aims to explore the key factors that influences Generation Y employees into staying for the companies they fork for (employee retention), and also the factors affecting them in turnover. Therefore, this study starts from the perspective of human resource management, hoping to help understand what reasons might affect Generation Y employees to retain in their work, in benefit of both the company side and employee side. There are few major findings from this research that indicates the factors affecting Generation Y employee’s retention, including:
1. Positive and friendly colleague relationship within the workplace or organization.
2. Generation Yers value opportunities for learning and developing, which includes clear future career path, also various kinds of training courses to improve their abilities.
3. Creating and promoting positive corporate culture, enhancing employees’ recognition in the company.
4. Providing various types of employee welfare and benefits.
5. Reason aside from corporate side that causes Generation Y turnover is identified as “Personal Career Plans”, which includes marriage, study for a higher level of degree, relocation of residence, having child and also pursuing personal goals or dreams.
For recommendation, companies can design a variety of different supplementary measures for retaining Generation Y employees, including creating a positive corporate culture, promoting work-life balance, providing better salary and employee benefits, planning a fair and complete promotional blueprint. Also implementing
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corporate social responsibility, giving employees flexibility in their work, and caring for employees from many perspectives will help increase the willingness of Generation Y employees to stay, and let companies have a more efficient approach to their human resources management.
Keywords: Generation Y, Human Resource Management, Retention, Corporate Culture, Personal Career Plans, Complete Promotional Blueprint
目次 Table of Contents
論文審定書 …………………………………………………………………………… i
中文摘要 …………………………………………………………………………… ii
Abstract ………………………………………………………………………………iii
Table of Contents …………………………………………………………………… v
Chapter 1 Introduction ………………………………………………………………1
1.1 Research Background …………………………………………………………1
1.2 Purposes of This Study …………………………………………………………1
1.3 Research Questions ……………………………………………………………2
1.4 Process of Thesis Development ………………………………………………3
Chapter 2 Literature Review …………………………………………………… 5
2.1 Generation Y ……………………………………………………………… 5
2.2 Factors That Affects Retention/Turnover …………………………………… 8
2.2.1 Job Satisfaction Theory ………………………………………………… 9
2.2.1.1 Hierarchy of Need Theory ………………………………………… 9
2.2.1.2 Two-factor Theory ………………………………………………… 11
2.2.1.3 Work Values ………………………………………………………… 12
2.2.1.4 Job Involvement …………………………………………………… 14
Chapter 3 Research Methodology ……………………………………………… 16
3.1 Introduction of Research Methodology …………………………………… 16
3.2 Research Sampling Method ………………………………………………… 17
vi
3.2.1 Purposive Sampling ……………………………………………………… 17
3.2.2 Sampling Biases ………………………………………………………… 18
3.2.3 Depth and Breadth ……………………………………………………… 19
3.2.4 Reliability and Validity ………………………………………………… 19
3.3 Data Collation Process ……………………………………………………… 19
3.4 Research Participants ……………………………………………………… 20 3.5 Research Methodology ……………………………………………………… 22
3.5.1 Thematic Analysis ……………………………………………………… 22
3.5.2 Thematic Coding Steps ………………………………………………… 24
3.6 Research Ethics …………………………………………………………… 25
Chapter 4 Analysis and Findings ………………………………………………… 26
Chapter 5 Discussion, Conclusion and Recommendations …………………… 46
5.1 Major Factors That Affect Retention and Resignation/Turnover …………… 46 5.2 Supplementary Measures …………………………………………………… 48
References ………………………………………………………………………… 52
Tables and Figures ……………………………………………………………… 55
Appendix …………………………………………………………………………… 56
Appendix 1: English Version of Interview Questions ………………………… 56
Appendix 1: Chinese Version of Interview Questions ………………………… 57
Appendix 3: Interview Consent Form ………………………………………… 58
Appendix 4: Participant A1 Interview Transcript ……………………………… 60
Appendix 5: Participant A2 Interview Transcript ……………………………… 68
vii
Appendix 6: Participant A3 Interview Transcript ………………………………93
Appendix 7: Participant A4 Interview Transcript ……………………………… 106
Appendix 8: Participant A5 Interview Transcript ……………………………… 117
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