本研究主要探討企業併購期間，雇主品牌與員工留任意願之關係，以及侍僕領導在兩者之間的中介效果。雇主品牌包含：員工對企業形象強度的認知、員工對企業社會責任的認知、員工對組織聲望的感知，及員工對組織提供獨特工作經驗的看法四個子構面進行探討。研究參與者為台灣某一上市科技公司之員工，發出300份問卷，回收有效問卷169份。階層迴歸結果顯示：(1)就併購前的員工留任意願，與企業社會責任及獨特工作經驗顯著正向相關，但企業形象與組織聲望則無法適當解釋。侍僕領導與員工留任意願具有部分中介效果：除企業形象外，雇主品牌之其他三構面皆有顯著正向影響。(2)就併購後的員工留任意願，除組織聲望外，其餘三構面皆有顯著正向影響。(3)侍僕領導對雇主品牌與員工留任意願具有部分中介效果：除組織聲望外，其餘雇主品牌之三構面皆有顯著正向影響。整體而言，不論是企業併購前或後，雇主品牌及侍僕領導對於員工留任意願具有正向相關，且侍僕領導皆具中介效果。;This study explores the relationship between employer brand and employees′ retention intentionduring merger and acquisition, and the mediation effect of servant leadership. Employer brand studied includes four aspects: employee perceptions of the organization’s corporate identity strength, employee perceptions of corporate CSR identity claims, employee perceptions of organizational prestige, and employee perception of unique employment experience elements.Participants were employees of a technology company in Taiwan, with300 questionnaires distributed, received 169 valid questionnaires. Using hierarchical regression and retention intention as the dependent variable,the results show(1) before M & A, CSR and unique work experience have a significant positive relationship, but not for corporate image and organizational reputation; (2) after M & A, excluding organization′s reputation, the other three dimensions of employer brand have a significant positive relationship; (3)servant leadership mediated the relationship between employer brand and retention intentionbefore and after the M & A.
