薪俸、陞遷與職銜認知及離職傾向關係之研究-以矯正機關監所管理員為例

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题名:	薪俸、陞遷與職銜認知及離職傾向關係之研究-以矯正機關監所管理員為例 Perceptions of Salary, Promotion, and Social Status of Occupational Title and Their Impacts on Turnover Intention –an Example of Prison Guards of Agency of Corrections
作者:	賴宗和 Lai, Zong-He
贡献者:	經營管理學系碩士在職專班
关键词:	薪俸;陞遷;職銜;離職傾向 salary;promotion;occupational title;turnover intention
日期:	2019
上传时间:	2019-11-05 08:51:07 (UTC+0)
出版者:	亞洲大學
摘要:	長年以來矯正機關之中管理員的離職率遠高於全國公務員平均值，人員是組織運作的基礎也是重要的資產，若能解決監所管理員流動率過高的問題，降低職員的離職行為，則能減少國家人力培育的成本，避免人員不斷離職下，致使留任人員工作負荷增加形成負向循環。故本研究試圖探討監所管理員之薪俸、陞遷、職銜與離職傾向的關聯性，並從而提出實務管理之建議。本研究以臺灣矯正機關之監所管理員為主要研究對象，以便利抽樣方式進行問卷調查，共發出550份問卷，回收之有效問卷為506份。問卷資料以SPSS統計軟體進行量化分析，分別採用描述性統計、t檢定、ANOVA、相關性分析及迴歸分析等統計方法來進行樣本檢測與探討。本研究結果希望有助於改善目前矯正機關監所基層人員招募與流失困境。 Throughout the years, the turnover rate of prison guards of the Agency of Correction, Ministry of Justice has been the highest among the nation in comparison to other civil servants in average, as manpower is the most important assets for the function of any organizations. If we can solve the high turnover rate of prison guards, we can reduce the turnover behavior, reduce costs of training staff, avoid personnel leaving their job, causing a high burden for those who stay at their work creating a negative cycle. In view of these issues, this research sought to investigate the impacts of perceptions of salary, promotion, social status of occupational title on intent to turnover. This research was conducted with Taiwanese prison guards of the Agency of Corrections as research participants, using a survey questionnaire. A convenient sampling method was used to collect data. A total of 550 questionnaire copies were distributed to prison guards around Taiwan, out of which, 506 valid copies were returned. SPSS statistics software was used to obtain quantitative results, including description statistics, t tests, ANOVA, correlation analysis, and regression analysis to conduct sample testing. It is hoped that the results of this research can help improve future staff recruitment of the Agency of Corrections in addition to solving the current problem of staff turnover.
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