| dc.description.abstract | According to analysis report from Gallop & Hewitt, Employee Engagement is highly correlated to Total Shareholder Return、Average Employee Productivity and Market Value.
Employee Engagement also impacts Job Performance、Result Achievement Rate、Employee Satisfaction、and Turnover intention (CLC、DDI websites). Therefore, driving factors for employee engagement is the most critical topic for both organization and employee.
Understanding of critical driving factors for employee engagement with statistical data hence becomes the key approach to tackle the problems with most effective actions for the organization.
These hypotheses are tested using information obtained from a written questionnaire on employee engagement designed by Chen, Yi-Show (2006). The total of 578 samples include 323 effective samples in 2006 and 255 effective samples in 2007 .that collected from full-time employees in all kinds of organizations in Taiwan.
After processing the exploratory factor analysis, six domains (Work, Relationship with managers, Relationship with coworkers, Work-Life balance, Procedures and Compensation) were identified.
The study also exams the relationship between personal characteristics and employee engagement by ANOVA,which found that employee engagement from the group with more than 10 years seniority is significantly higher than that from the group with 1 to 3 year seniority. And that「seniority」is the critical factor which has significant difference on Work, Relationship with coworkers, Procedure and Compensation.
Multiple regression are applied to examine the relationship between Driving Factors of Employee Engagement and Job Performance、 Turnover intention. and found that：
1. Work , Relationship with managers , and Work-Life Balance positively impact Job Performance.
2. Work , Procedure, and Compensation negatively impact Turnover intention.
3. Work impacts both Job Performance and Turnover intention.
4. Relationship with coworkers has no significant impact on Job Performance nor Turnover intention.
5. There is significant difference between two years for the relationship between driving factors of employee engagement and both Job Performance and Turnover intention. | en_US |