| 摘要: | 就業服務法明文規定，不得歧視身心障礙身分，但實際工作上，卻有許多的就業歧視。許多科技企業寧願被罰款，也不願意雇用身障員工。本研究嘗試透過研究身心障礙員工與一般職員工的工作滿意度與離職意願分析，來了解身心障礙員工之工作穩定度，以作為企業評估是否多雇用身障員工參考。
郝茲伯格(F. Herzberg)提出的「激勵保健理論」，激勵因素可以使員工心理上產生激勵作用，感到十分滿足，並因而願意發揮個人最大潛能，提昇組織經營管理績效。本研究工作滿意度項目依據郝茲伯格激勵理論內容，分成組織程序、工作環境、發展機會、薪酬福利、主管關係、同事關係、工作內容等七項因素進行工作滿意度調查分析。本研究發現員工工作滿意度七個因素之間都具有高度相關，且各因子都具有負向影響離職意願，迴歸驗證亦具有高顯著成效。另一方面，本研究個案公司調查資料，驗證身障身份顯著正向影響員工工作滿意度，較低顯著負向影響離職意願，且身障員工的工作滿意度平均分數高於一般職員工。
透過本研究調查發現，工作滿意度的提昇可負向影響員工離職意願，故企業應強化員工滿意度的提升才能降低員工離職率，以及提昇企業經營管理績效。本個案身障員工的工作滿意度較一般員工高，在工作滿意度高的情況下，將降低其離職率，故建議企業可以多雇用身心障礙員工，以降低離職管理的問題。
最後建議企業要做好良好的組織程序管理及提供良好的工作環境，並做好員工發展機會及薪酬福利的規劃，在員工關係方面，亦要做好良性互動，建立較好的團隊關係；工作內容方面亦要安排較有學習機會的工作，讓員工在工作上有成就感，這樣公司的離職率便會明顯下降，企業就可以節省離職管理成本，做好人力資源管理作業。
According to the Employment Services Law, there should be no disabled discrimination in any company, but in the actual working environment, there is considerable employment discrimination. Many technology companies prefer to pay a fine rather than hire physically disabled employees. This study attempts to analyse the working satisfaction and retirement aspirations of those disabled staff and general staff, to understand the stability of physically disabled employees, in order to offer a reference for companies to hire physically disabled employees.
"Motivation hygiene theory” by F. Herzberg's –states that motivation creates psychological inspiration and makes employees feel satisfied, therefore, they are willing to display their full potential and improve the performance of the organization’s management. This research project on job satisfaction is based on “motivation hygiene theory” ( F. Herzberg) , focusing upon seven factors in the survey and analysis, - organizational procedures, work environment, development opportunities, salaries and benefits, leader relations, the relationship between colleagues, and work content. The study results show that seven factors are highly correlated to job satisfaction, and each factor has a negative effect upon retirement aspirations, regressions also have highly significant results. Another notable aspect- the survey data in this study shows a significant positive impact on job satisfaction of those identified as physically disabled employees, lower significant negative impact on retirement aspirations, and scores of physically disabled employees' job satisfaction are higher than general recruits.
Through this research we found that the rise of job satisfaction may negatively affect employees retirement aspirations, so enterprises should enhance employee satisfaction in order to reduce job turnover, so that the performance of corporation management can be enhanced. In this case, physically disabled employees' job satisfaction is higher than the general staff. When staff attain higher job satisfaction then the turnover rate is lower. So it is suggested here that companies can hire more physically disabled employees, in order to reduce the turnover rate of management.
Finally, it is recommended that in order to do good business management and organizational procedures, provide a good working environment, good staff development opportunities and remuneration planning are important. To build better team relationships, more learning opportunities for employees can increase the sense of accomplishment when they are working, so the company's operating rates will decline significantly, and companies can save leaving costs and provide good human resource management. |
