台灣人才流失之現象探討 －台灣員工跨海跳槽傾向之因素分析

Abstract

近年來，台灣人才流失的問題愈來愈嚴重，政府與台灣企業無不擔憂人才管理之問題，只因產業與國家的進步與創新有賴於人力資本。然而面對中國及海外其他國家祭出重金吸引優秀人才，許多員工若非被挖腳，也莫不主動應徵希冀能夠一舉成功。台灣移工逐年增長，且大部分為高知識分子或專業人才，造成台灣人才的空洞化。新加坡報告顯示主要原因是台灣薪資過低，造成勞工出走，一般大眾也認定台灣員工出走只為薪資福利；然而，除此之外，台灣員工在選擇是否離鄉背井，國外生根發展時，是否還受到其他因素的影響與牽制，是可以讓台灣企業與台灣政府多加防範、多加注意的呢？更甚者，如今台灣面對中國大陸強勢徵求海外人才，台灣員工跳槽至對岸的傾向及影響因素又是為何？

本研究透過文獻探討，找出了一些可能影響員工跨海離職及轉職傾向的因素及干擾因素，綜合探討組織與台灣的政治經濟環境，以及員工的內心感受對於員工跳槽傾向的影響效果。以有工作經驗者為受測樣本，使用問卷之方式了解他們跳槽海外的傾向，以及他們對各個變數的感受程度。

問卷回收共182分，研究結果如下：(1) 對台灣政治經濟情勢不利認知程度愈高，跨海跳槽傾向愈高；(2) 國族認同愈高，跨海跳槽到中國的傾向愈高；(3)台灣組織工作環境(薪資福利、升遷制度)愈差，跨海跳槽到中國的傾向愈高；(4) 知覺組織支持程度高有弱化對於台灣政治經濟情勢不利認知與跳槽海外全球傾向之干擾效果；(5)工作情緒耗竭程度低有弱化對於國族認同程度玉跳槽中國之干擾效果。本研究並進一步針對研究結果做實務及管理意涵之討論。

The brain drain problem in Taiwan labor market is getting worse recently. Government and companies are both concerned about the issues of remaining good human resource, because innovation and improvement of a country and company are always depend on talents. But facing the dragging power from China and other countries, like higher salary and better job position, lots of Taiwanese employees could job hop or be scouted. Taiwanese emigrant labors increased in past few years, and the worst of all, the biggest portion of emigrant are professional workers. This harmful situation was reported triggered by the low salary and exhausting working environment of Taiwanese companies. But are they the only reasons that make Taiwanese employees keep job hopping, or there are other key factors that could also affect employees to make the turnover decision? This research successfully retrieved 182 questionnaires to testify the model and variables, such as Political and economic environment, working environment and employees’ feeling toward country and company. The following conclusion was made: (1) if the employees recognize Taiwanese political and economic situation are worse, they are more intend to job hop overseas; (2) if the employees identified Taiwan more, they are more intend to job hop to China; (3) the worse working environment is, employees are more likely to job hop; (4) perceived organization support (POS) and emotional exhaustion could interfere the intension of job hopping overseas.