新進人員工作滿意度與工作壓力對離職傾向的影響-以某民營金控為例

本文旨在探討工作滿意度、工作壓力與離職傾向間的關係。本研究以某民營金控，工作未滿一年的新進人員為研究對象，問卷內容分為四部份，第一部份為工作滿意度量表，採明尼蘇達短式量表、第二部份為工作壓力量表，採鄭雅文工作特質量表中之工作控制及工作心理負荷，第三部份為離職傾向量表，採吳政道(2003)版本，第四部份為受訪者基本資料。本研究採用便利抽樣方式進行資料蒐集，共發出322份問卷，實得有效問卷297份，並運用SPSS統計軟體進行研究分析。分析後歸納出以下結論：工作滿意度對離職傾向有顯著的負向影響，工作壓力對工作滿意度與離職傾向有顯著的干擾效果。本研究的結果可做為事業單位研擬適當的措施以增進新進人員之工作滿意度及降低工作壓力與離職之參考。

The purpose of this study is to explore the relationship between Job Satisfaction, Job Stress and Turnover Intention.In this study, we used SPSS statistical software for experiment and analysis. A financial holding company new personnel was selected as the research object, and convenience sampling method was using for data collection. (322 questionnaires were sent out, and 297 valid questionnaires were obtained.)In conclusions, we found that Job Satisfaction has a significant negative impact on Turnover Intention, and Job Stress has interference effect on Job Satisfaction and Turnover Intention. The results of this study can be used as a reference for institutions to develop appropriate measures to improve job satisfaction and reduce work stress and turnover for new recruits.