人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例

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題名:	人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例
作者:	王怡文;Wang, Yi-Wen
貢獻者:	人力資源管理研究所在職專班
關鍵詞:	人力招募政策;領導風格;晉升;離職傾向;Strategic recruitment and hiring;Leadership;Promotion;Turnover intention
日期:	2019-06-10
上傳時間:	2019-09-03 12:07:38 (UTC+8)
出版者:	國立中央大學
摘要:	為瞭解房仲業龍頭公司信義房屋於2015年推動之人力招募政策「30天工作鑑賞期，離職給5萬轉職金」以及其業務單位區主管之領導風格對新進人員第30天離職狀況及六個月晉升正式的影響效果，以整體瞭解本研究之人力招募政策運用於個案公司的實施成效。本研究以房地產仲介公司-信義房屋所提供自2012年至2017年個案公司之業務區相關資料、店主管填答之區主管領導風格調查問卷資料、新進人員晉升轉正率以及第30天離職率等五種次級資料進行研究。在研究方法上，分別使用敘述性統計方法以分析本研究所整理之個案公司樣本特徵結構；使用相關分析針對主管領導風格與新進人員晉升轉正率以及第30天離職率，計算出與變項間關聯程度；使用迴歸分析以檢定主管領導風格及人力招募政策分別對於新進人員晉升轉正率以及第30天離職率的影響效果。經過分析結果，本研究主要發現與成果如下：一、個案公司施行的區主管領導風格調查分數越高，其新人第30天離職率也跟著增加，在到達一定程度即轉正為負相關。二、個案公司施行的區主管領導風格調查分數越高，其新人晉升轉正率也跟著增加，在到達一定程度即轉正為負相關。三、個案公司推行的人力招募政策有效降低新進人員第30天離職率。四、個案公司推行的人力招募政策有效提高新進人員六個月(含)內晉升轉正率。本研究同時針對區主管領導風格分數最適落點對新進人員30天離職及六個月內晉升正式加以討論，以為後續學術研究與實務運用之參考。;In order to understand the recruitment policy promoted by Sinyi realty, the leading Real Estate Company, in 2015, the “in the 30-day work appreciation period,choose to resign to provide NTD$50,000” and the leadership style of its business district supervisor on the 30th day of the resignation of new recruits and the six-month promotion has a formal impact, with a holistic understanding of the effectiveness of the research′s recruitment policy applied to case companies. This study is based on the information provided by Sinyi realty from the business district of the company from 2012 to 2017, the district leaders′ style survey questionnaires, the turnover rate of new recruits and the 30th day turnover rate. Secondary data for research. In the research method, the narrative statistical method is used to analyze the sample company sample structure; the relevant analysis is used to calculate the change between the leadership style and the new recruits and the 30th day turnover rate. Regression analysis was used to test the effect of the leadership style and the new recruitment policy on the rate of promotion of new recruits and the turnover rate on the 30th day. After the analysis results, the main findings and results of this study are as follows: 1. The higher the score of the district supervisor′s leadership style survey conducted by the case company, the new employees 30th day turnover rate will also increase, and it will be negatively correlated when it reaches a certain level. 2. The higher the score of the district supervisor′s leadership style survey conducted by the case company, the promotion rate of new employees also increases, and when it reaches a certain level, it turns positively negatively. 3. The new recruitment policy implemented by the case company effectively reduced the turnover rate of new recruits on the 30th day. 4. The new recruitment policy implemented by the case company effectively improves the rate of promotion and advancement of new recruits within six months . At the same time, this study also discussed the 30-day resignation of new recruits and the promotion within six months for the optimal placement of district leaders′ leadership style scores, and considered the reference for follow-up academic research and practical application.
顯示於類別:	[人力資源管理研究所碩士在職專班 ] 博碩士論文

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