|Abstract: ||臺灣自上世紀 90 年代開始，工作家庭衝突問題也開始成為研究的熱點問題之一，引起了管理學、社會學等學科的廣泛關注。工業化和資訊化帶來的家庭形態、職業要求以及人們價值取向的巨大變化使現代員工，尤其是基層員工工作家庭關係變得難以協調，諸多壓力因素導致工作家庭衝突普遍存在。如何有效的對員工進行轉職管理，降低企業的沉沒成本是一直困擾企業的核心問題之一。本研究基於上述背景下，以臺灣地區員工工作任務屬性與轉職意向的關係展開研究，以家庭因素為干擾變數，探討三者之間的關係，有針對性的提出干預控制對策。|
本文通過詳細的研究，主要得出以下結論：第一，員工對於工作保障、收入等外在物質激勵較為看重，若這一方面得不到足夠的滿足，轉職意向就會比較高。就臺灣地區就職人員來說，工作能夠帶來內在的重要性、協助性與工作這三個因素對於轉職意向的影響效果不大，但呈負向關係。家庭因素對員工的轉職意向沒有起到干擾作用，但家庭因素本身會對轉職意向產生影響，認為工作與家庭生活之間較不平衡的群體，其轉職意向就會相對高一些。第二，根據研究結果提出相對應的干預策略，包括關注員工行為的潛在原因、輔助制定職業生涯規劃、增強福利制度的彈性、塑造基層員工的選聘觀念。;Since the 1990s in Taiwan, the issue of work-family conflict has also become one of the important issues of research, which has aroused widespread concern in the fields of management and sociology. The family form, occupational requirements and the great changes in people′s value orientation brought about by industrialization and informationization, which make it difficult for modern employees, especially the grassroots employees. Many pressure factors lead to widespread work-family conflicts. How to effectively transfer employees and reduce the sunk cost of enterprises is one of the core problems that have been plaguing enterprises. Based on the above background, this study conducts research on the relationship between the work duty attributes and the turnover intention. Based on the family factors as the moderator, this paper explores the relationship between the three and proposes intervention control strategies.
Through detailed studies, the main draw the following conclusions: First, job security for employees, income substandard encourage more valued in substance, if not enough to satisfy this aspect, transfer of intent will be higher. As for the incumbents in Taiwan, the three factors of internal job assistance, autonomy and work importance on the intention of transfer, has a negative impact. Family factors do not interfere with the employee′s intention to change jobs, but the family factor itself will have an impact on the intention to change jobs. Those who believe that work and family life are less balanced will have a higher turnover intention. Second, according to the research results, the corresponding intervention strategies are proposed, including paying attention to the potential causes of employee behavior, assisting in the formulation of career planning, enhancing the flexibility of the welfare system, and shaping the concept of selection of employees at the grassroots level.