标题: | 非营利组织中制式化工作环境下员工的工作动机与离职因素之研究 _以I组织P组为例 A study of work motivation and causation for resigning under standardized working environment in NPO–A case study group P in organization I |
作者: | 曾昌庆 黄仕斌 Tseng, Chang-Ching Huang, Shih-Ping 管理学院科技管理学程 |
关键字: | 非营利组织;制式化工作;工作动机;离职因素;Non-profit organizations;standardized working format;working motivation;cause of resigning |
公开日期: | 2017 |
摘要: | 近年来,非营利组织发展十分迅速,而非营利组织在经济与社会上扮演着日益重要的角色,位居于政府单位与企业集团之间,担任协调整合的角色。身处现今资讯科技进步的时代,非营利组织也跟其他企业集团一样,面临到人才争夺的难敌,不仅是要找到好的人才,公司要如何留住适用的、好的人才,更是要去应该注意的问题。 本研究以I组织P组目前所面临的问题作为研究主题,探询P组员工在制式化的工作环境下,所衍伸出的一些问题,如:新进员工高离职率、服务年资出现断层及M型化、组织离职成本的耗费…等。因此本研究以P组的员工作为研究对象,并且将员工分成三类:主管、在职员工、离职员工,进行问卷调查及专家访谈。本研究问卷调查共发放57份问卷,回收54份有效问卷,并与8位专家做深入的访谈。 本研究透过问卷调查与专家访谈的方式,归纳出四大研究结果与发现: 1. P组员工的内在工作动机高于外在工作动机。 2. P组员工对于工作的薪资水准、升迁制度及工作专业度不足…等,感到不满意。 3. 针对P组工作内容制式化、工作负荷量大、成就感不高,加上薪资水准不高,是新进员工高流动率的主要原因之一。 4. 年资高的员工占据大部分员工职缺,须待员工退休才会重新招募新进员工,加上新进员工高流动率的问题,组织势必重覆招募新员工,也造成服务年资中阶族群较少,是造成服务年资M型化的主要原因。 最后,提出研究建议,分别以“公司政策与人力资源策略方面”与“工作内容与员工发展制度方面”两个面向提出实务上的建议。希望藉由本研究的结果与建议,能对组织或是有类似情况的企业有所帮助,提供未来组织招募人才与留任员工之参考依据,以减少员工的离职成本与新进同仁教育训练所花费的时间。 Non-profit organizations (NPO) have flourished in recent years and play an important role in today’s society by coordinating between government organizations and private corporates. However, like many other firms, NPO need to face the challenges to attract talented people, and moreover, to keep the talented people stay in organization. This has become a critical issue for NPO nowadays. This thesis is to study problems occurred due to standardized working format in group P organization I, such as high turnover rate among new hires, M-shaped distribution in seniority, and hidden cost caused by unstable staff. In this study, employees in group P are divided into 3 categories: manager, current employee and former employee. Questionnaire survey and interview with experts are conducted in the study. Total of 57 questionnaires were released, and 54 valid ones retrieved. I have also consulted with 8 experts within the group. Here I come out 4 study results from my research: 1. Working motivation is stronger internal-wise than external-wise for employees in group P 2. Employees are not satisfied with salary level, promotion opportunity and simplicity of tasks, etc. 3. Some of the main reasons regarding such high turnover rate among new hires are rigid working format, overwhelming working load and lack of sense of achievement. 4. Staff is composed majority by employees with high seniority and openings are only released when someone retires, while new hires are hard to be kept in the organization and thus lead to repeatedly recruit people with less experience. This is the reason that M-shaped distribution in seniority is emerged. Lastly, I have suggested 2 directions in practical manner to help with this phenomenon. One of which is to adjust company policy and human resource strategy, and the other is to improve content of work and employee career development. By providing suggestions based on my research results, I hope to assist NPO or any other firms with similar situation to reduce wasted time or money from high turnover rate and orientation costs. |
URI: | http://etd.lib.nctu.edu.tw/cdrfb3/record/nctu/#GT070463507 http://hdl.handle.net/11536/141157 |
显示于类别: | Thesis |