最低服務年限約定對員工離職意願與工作壓力干擾效果之研究~以科技產業國防訓儲人員為例

Abstract

1999年，政府開放服國防工業訓儲預備軍(士)官（俗稱國防役）之應屆碩博士役男，在完成三個月軍事訓練後，就可以勞工身分至科技公司作綁約四年之研發工作，迄2004年止已逾一萬名投身於此。 由於限定員額，求才若渴的科技廠商無視於政府訂立的繁瑣申審程式及發表與展示活動，仍將搶員額列為年度大事，除了研發及人資部門強力動員之外，企業董事長、總經理等經營階層親向政府簡報爭取員額現象更比比皆是；由於競爭激烈，粥少僧多，爭議也就自起，改革之聲年來不斷，政府基於兵役公平，研議擴大員額釋出，並立法研發替代役取而代之，但不變的是，依然綁約四年。 訓儲役男要經甄選，名校畢業役男出線機率高，這些學歷高、年資淺的社會新鮮人，本屬高離職族群，因綁約限制了離職行為，但是否同時也限制了離職的心(意願)，還是會增加認知失調及壓力感受，進而影響工作績效，目前尚乏人探討。 本研究以前五十大訓儲用人科技公司之役男及一般研發員工為對象發放問卷，探討綁約因素干擾員工離職意願與工作壓力之效果，並納入內外控人格因素以求周延，發現「綁約不會降低訓儲役男離職的心；良好的主管關係才是降低關鍵」、「訓儲役男的離職拉力傾向顯著較高」、「內控型人格員工在低期望落差時，會顯著降低離職意願及工作壓力」、「健全的組織制度、管理與適切的領導統御，方為留才之道」等重要研究結果，可供政府、企業及國防訓儲役男評估運用之參考。

Our government permitted in 1999 that the recruits with a master or doctor degree in the service of Defense Industry Reserve Duty Officer(DRDO) can choose to work in private technological enterprises at least for four years, after fulfill a three-month military training. Up to 2005, the amount has already exceeded 10,000 people. Despite the complicated procedures set by the government for application , the private enterprises in technology grab for the limited quota allowed and regard it as the annual event. Not only the R.& D. and H.R. departments take action with energy but also their Presidents and general managers themselves make reports to the government. Owing to the fierce competition and the limited quota of personnel, dispute arises and the request for improvement goes on. Thus, government has studied to increase the amount of the personnel and make the new law based on the fairness of military service. But the minimum tenure is still has to be four-year term. The recruits in DRDO need to be interviewed, and those who graduated from famous universities are preferable to others. These social fresh men with high education and less working experiences are supposed to quit easily, but now they are limited with the contract of four-year term.What about the intention to quit, cognitive dissonance and job stress, furthermore the working performance? There are still lack of discussion. This research focus the top 50 enterprises who hired DRDO. It study the moderate effect of minimum tenure on intention to quit and job stress .The result are“tied by minimum tenure doesn’t reduce the intention to quit, but good relationship of superior and the staff does.”,“DRDO’s intention of the pulling force of turnover is higher than general staff”,“Internal locus of control staves , with low Expectation differences ,have lower intention to quit and job stress.”,”Sound organization system , management and appropriate leadership are the important way to retain the talented employees.”, etc. The result of this study are for government, enterprise and DRDO to take it consideration.