金融保險業安靜離職現象之探討：主管與部屬的觀點

Abstract

人才發展是組織永續發展的基礎，亦是人力資源部門重視的議題。2022年7月「安靜離職」一詞因Tik Tok上分享的影片引發廣泛的討論，並引起了企業人力資源工作者及管理階層的關注。本研究採個案研究法，並以金融保險產業主管職及非主管職的18名正職員工為訪談對象，從主管與員工的觀點探討員工安靜離職的原因及其影響。研究發現，安靜離職行為模式可分為三個層次，分別為無聲的抗議、消極的面對或抵抗、職場怠工行為；安靜離職的原因大致區分為缺乏回饋、支持及認可、工作發展不如預期、缺乏職業發展動力、工作遭受不公平對待、對於組織、文化或工作氛圍的不滿以及對未知、不確定性的恐懼這六類，而主管與部屬的觀點則因關注範疇不同而有部分差異。本研究針對研究結果擬定結論及實務建議，期望藉此幫助企業管理者制定有效的人力資源管理策略，以吸引與保留優秀人才、減少員工流失並提升組織的穩定性和競爭力。Talent development is the foundation of the sustainable development of an organization, and it is also an important issue for the human resources department. In July 2022, the term" Quiet Quitting " was widely discussed due to a video shared on Tik Tok, and aroused the attention of corporate HR workers and management. This study adopts the case study method, and 18 full-time employees in the financial and insurance industry who are supervisors and non-supervisors are interviewed, to explore the reasons and effects of employees' quiet quitting from the perspective of supervisors and employees. The study found that the quiet turnover behavior pattern can be divided into three levels, which are silent protest, negative face or resistance, and workplace sabotage. The reasons for quiet quitting are roughly divided into six categories: lack of feedback, support and recognition, work development is not as expected, lack of career development motivation, unfair treatment at work, dissatisfaction with the organization, culture or working atmosphere, and fear of the unknown and uncertainty. The views of supervisors and subordinates vary according to different areas of concern. Based on the research results, this study draws conclusions and practical recommendations, hoping to help enterprise managers develop effective human resource management strategies to attract and retain outstanding talents, reduce employee turnover, and enhance organizational stability and competitiveness.