基本員工自願性離職之預測

Predicting the Voluntary Turnover of Entry-level Employee

員工離職率一直是組織重視的議題，本研究嘗試由公司的角度來建構一個選才模型以挑選最適合的員工，期能在雇用前從眾多的應徵者中，找出最適合（最不容易離職）的員工，此實證模型的效益除了可以直接降低員工流動率外，更可以進一步降低選才與教育訓練的龐大費用為企業帶來營運上的效率。本研究以台灣3K產業某一特定公司的在職及已離職員工為研究對象，共計蒐集134份有效問卷。實證結果顯示公司確實可以透過適當的離職預測模型來選擇比較適合公司的員工來降低員工的流動率。此實證結果除了可以提供實務界選才時的一個參考外，在學術上，也可以填補文獻上從員工與組織間的配適角度來選才的缺口。

Turnover rate has long been an important issue for an enterprise. This study aims to develop a selection mechanism to select the most appropriate employees from the company point of view in order to reduce the turnover rate, consequently saving the recruiting and training fees and increasing the operating efficiency. This study collects data from a particular company in Taiwan's 3K industry. A total of 134 valid questionnaires were collected. The empirical results show that companies can decrease the employee turnover rate through the selection mechanism. In addition to providing a reference for the personnel recruit for the practice, this research can also fill up the gap in the literature about the personnel selection from the perspective of fit between the individual and organization.