探討金融服務業員工離職傾向的前因──一個因果模型

Exploring the Antecedents of Employees' Turnover Intention in Financial Services - A Causal Model

金融業因為成立金融控股公司所帶來的組織變革曾經是國內大型行庫從業人員所關心的熱門話題。本研究從組織變革知覺角度切入來了解影響金融從業人員離職傾向的前因，藉以提供金融業者瞭解在進行組織變革時所需考慮的因素，使能有效減少員工的工作壓力、離職傾向，並降低人員流動率及營運成本，進而達到勞資雙贏的局面。研究結果發現：（1）組織變革知覺對工作滿足有顯著正向關係，其次構面中的前程發展的影響效果最大，（2）組織變革知覺對工作壓力有顯著負向關係，而角色特性是唯一達到顯著水準的次構面，（3）工作壓力對工作滿足有顯著負向關係，（4）組織變革知覺對離職傾向有顯著負向關係，次構面中的前程發展對離職傾向的負向關係具有最大的影響效果，而變革效益及參與及溝通則未達顯著水準，（5）工作滿足對離職傾向有顯著負向關係，以及（6）工作壓力對離職傾向有顯著正向關係。

The organizational changes brought about by the establishment of financial holding companies were once a hot issue of concern to practitioners in large domestic banks. From the perspective of organizational changes, this study explores the antecedents that affect the employees' turnover tendency, and provides the practical considerations that domestic financial operators should take into account while carrying out organizational changes in order to effectively reduce the work pressure, employees' turnover tendency, turnover rate and operating cost, and to achieve a win-win situation for both sides of labor and management. The study results revealed that: (1) the perception of overall organizational change has a significant positive effect on job satisfaction, and career development among the subdimensions has the greatest impact, (2) the perception of overall organizational change has a significant negative effect on work stress, but role characteristics is the only sub-dimension that reaches a significant level, (3) work stress has a significant negative effect on job satisfaction, (4) the perception of overall organizational change has a significant negative effect on turnover intention, and career development among the sub-dimensions has the greatest impact, while the change effectiveness and participation and communication are not at a significant level, (5) job satisfaction has a significant negative effect on turnover intention, and (6) work stress has a significant positive effect on turnover intention.