員工是經營管理者最不可欠缺的重要資源，能留住現有優秀人才同時能吸引新血投入，並經由持續不斷的重要人力資本累積，以確保企業具備有長期競爭的優勢。因此，當企業具備高度員工就業穩定性時，除了能減少因員工的流動產生的相關成本，也有助於提升公司經營績效與維持長久的競爭優勢。 參考過去國外研究發現企業治理機制與多角化策略，對於員工的就業穩定性會造成影響，因而本研究以2008年至2011年共643家台灣上市公司為研究對象，資料取自於台灣經濟新報(TEJ)之資料庫，試圖藉由外部董事比例、高階經理人激勵薪與多角化策略探討其對員工就業穩定性之影響，以迴歸分析進行假設的檢定，研究結果顯示，外部董事比例較高時，員工就業穩定性低；高階經理人激勵薪與多角化策略對員工就業穩定性影響則不顯著。本研究進一步發現，外部董事比例、高階經理人激勵薪與多角化策略對員工就業穩定性之影響為一非線性關係，是具有雙面刃效果，在最適當程度範圍內時，員工的流動率最低，就業穩定性最佳，當超過最適程度後，員工的流動率開始上升，就業穩定性下降。最後針對本研究結果提出外部董事比例、高階經理人激勵薪與多角化策略對員工就業穩定性的實務管理之建議。 This study examines the influence of three factors, ratio of outside directors, incentive salary for high-rank managers, and the diversification strategy, on organizational employment stability. The result indicates that the employment stability is low while the proportion of outside directors is high. It also shows that incentive salary and diversification strategy don’t have remarkable influence on organizational employment stability. Furthermore, this study found a nonlinear relationship between employment stability and those three factors. As the resign rate going up after reaching the lowest point, it reflects that ratio of outside directors, incentive salary for high-rank managers, and diversification strategy conduct double side effects on employment stability. This study has given managerial suggestions based on this result.
