工作滿意度與離職傾向之關係研究－以臺北市政府所屬機關人事人員為例

Abstract

在目前的多元變革環境中，組織內人員的高離職率，嚴重時除會影響到業務的執行外，亦會影響留任人員之情緒，根據臺北市政府人事處的統計結果顯示，臺北市政府所屬機關人事人員近年來的離職率有不斷提升的現象，因此，本研究主要目的在於瞭解臺北市政府所屬機關人事人員對於工作滿意度的實際感受情形與其離職傾向之間的關係，以便了解問題的原因提供人事主管機關參考。 本研究採問卷調查法，以臺北市政府所屬機關人事人員為研究對象與範圍，所得資料採描述性分析、獨立樣本t檢定、皮爾森積差相關分析、多因子變異數分析及薛費事後比較等統計方法進行資料分析，茲將本研究的主要結論敘述如下: 一、任職職務與工作滿意度有顯著相關，以擔任主管職務的人事人員工作滿意度高於非主管職務。 二、機關層級與工作滿意度有顯著相關，以服務於附屬機關的人事人員工作滿意度高於服務於一級機關的人事人員。 三、性別與離職傾向有顯著相關，以男性人事人員離職傾向較女性人事人員為高。 四、上司滿意與離職傾向有顯著的負相關，即人事人員對其上司的滿意度程度愈低，其離職傾向愈高。 五、工作支援與離職傾向有顯著的負相關，即人事人員對其工作支援的滿意度程度愈低，其離職傾向愈高。 六、同事關係與離職傾向有顯著的負相關，即人事人員的同事關係滿意度程度愈低，其離職傾向愈高。 七、人事人員對「工作滿意度」知覺的程度愈高，在「離職傾向」所感受的程度即愈低。 最後依據本研究結果，對人事主管機關、人事人員及對未來研究提出相關具體建議。

In the current quickly changing diverse environment, a high rate of employees quitting will not only impact task execution, but also influence the morale of the employees who do stay . The turnover of employees of Taipei City Government-related personnel departments is increasing according to the statistics of the Personnel Department of Taipei City Government . The aim of this study was to investigate the relationship between job satisfaction and the intention to quit on the part of the employees of Taipei City Government-related personnel departments in order to determine the reasons, thereby serving as reference for personnel authorities. This questionnaire-based study was carried out among the employees of Taipei City Government-related personnel departments. The data analysis was carried out by using descriptive analysis, independent-sample t-test, Pearson product-moment correlation, factorial ANOVA and Scheffe posterior comparison. The conclusions of this study are as follows: 1.Job function showed significant correlation to job satisfaction. The result of this study indicated that personnel supervisors were more satisfied with their job than were non-supervisors. 2.Organizational level showed significant correlation to job satisfaction. The personnel staff working in the first-level agencies were more satisfied with their jobs than were those in lower-level agencies. 3.Gender showed significant correlation to quitting intention. The female personnel staff had higher intention to quit their job than did the male personnel staff. 4.Quitting intention hinged on their boss. The quitting intention of personnel staff had negative correlation to their fondness for their bosses. 5.Support at work showed negative correlation to quitting intention. The personnel staff with more satisfaction concerning work support had lower intention to quit their job. 6.Colleague relationship showed negative correlation to quitting intention. The personnel staff with more satisfactory colleague relationship had lower intention to quit their job. 7.The personnel staff with higher perception level concerning “job satisfaction” had a lower “quitting intention”. Finally, this study presented suggestions for the reference of personnel authorities, personnel staff and future studies.