隨著全球對3C產品的需求增加，高科技產業均投入大量的研究發展經費與人力面對產業瞬息變化與快速發展的激烈競爭。據學者研究，招募者的行為及態度會影響應徵者接受工作的可能性與意願，面對高度市場競爭與內部擴充壓力，A公司如何留住高績效並且特質適任的招募者即是重要的課題。 本研究以A公司1995年12月19日至2015年2月28日之人資人員為樣本，觀察其存活情況、離職風險與性別、年齡、婚姻狀態、身分、績效表現的關聯，並加入人格特質的變數分析其顯著之影響。本文實證研究發現以存活分析法的生命量表法、Kaplan-Meier、Cox迴歸，檢定分析出招募者的年齡、領導能力、開創統御立、共感性、高績效表現等因素，對其存活率與離職風險有顯著的影響。 ;With the increasing demand for consumer electronic devices, the technology industry has spent a large percentage of their revenue on R&D and human capital to survive in the fast-paced, changing environment and the increasingly fierce competition. According to previous studies, the behaviors and attitudes of recruiters would influence the candidate’s willingness to accept the job offer or not. Facing highly competitive market and internal expansion pressure, it is a crucial issue that how company A can retain the outstanding performance and qualified talents. This study is based on the recruiters of Company A from Dec 19th 1995 to Feb 28th 2015 as study sample, by observing the survival situation and the risk of resignation to identify the connection between genders, age, marriage status, identification and performance. For the reasons given above, also adds personal characteristics to analyze the significance of impacts. This study has shown that using lifetime, Kaplan-Meier, Cox proportional Hazard Model of survival analysis to generate the analysis of recruiter’s age, leadership, innovative, empathy, high performance, etc. which have remarkable influence on the survival and resignation risk.
