現今的企業投入大量的資源在招募及訓練員工，最困難在於該如何留住適合組織的優秀人才，該透過哪些方式使員工凝聚向心力，認同組織文化，以降低企業重複招募、訓練等人事費用的開支，並有效累積人力資本能量，為企業組織帶來最佳效益，同時提高企業競爭力。因此，許多企業對於員工工作態度和忠誠度日趨重視，並且透過各種不同的管理方式激勵員工具備良好的工作態度成了企業最首要的任務。 企業因時代的快速變動，資訊科技隨手可得，碩士生滿街跑，面臨年輕的優秀人才流動率大幅增加，根據勞委會（2008）所發佈的調查，青年勞工想轉職的比率高達41.1%，占整體勞動結構為最高比例；因此，如何降低年輕的優秀人才流動率，成為企業關心的課題。故本研究將探討影響年輕族群工作轉換的因素，提供給企業主作為參考。 本研究採用行政院勞委會於民國九十七年所調查『青年勞工就業狀況』之資料進行分析，並運用SPSS統計軟體中的Logistic迴歸模型進行整體架構探討。此調查報告之樣本數總計有4,012 份，涵蓋各類產業及地理區域，對統計分析較為有利。而本研究結果發現: (1)薪資獎金對於年輕族群轉職意願有正向影響(2) 目前工作屬性會間接影響年輕族群的工作轉換意願(3) 個人人力資本會正面影響年輕族群的轉職意願，其中職業訓練與專業證照呈負向影響效果(4) 個人屬性變數與年輕族群的轉職意願呈負向影響。As the enterprise invests many resources on recruiting and training, the difficulty is how to retain the talent, build up employees’ sense of belonging, identifying with the culture of organization to reduce the cost on humance resource management and accumulate human capital effectively. Therefore, many enterprises pay much attention on employees’loyalty and attitude on job.It’s an important mission for enterprise makes different ways to motivate employees are provided with great attitude on job. And, the research want to know which factors will affect the younger employees’ which factors will affect the younger employees’ turnover intention. The research used SPSS statistic program to analyze the data. The findings from the study are: (1) Salary and bonus has positive relationship with younger employees’ turnover intention. (2) Job characteristics will influent younger employees’ turnover intention indirectly. (3)Human capital has positive relationship with younger employees’ turnover intention, but the job training and profoessdional liencese has negative relationship with younger employees’ turnover intention. (4)Personal characteristics have negative relationship with younger employees’ turnover intention.
