雇主品牌吸引力與激勵制度對Z世代職員離職傾向之影響—以工作投入為中介變項

Abstract

近幾年來Z世代已經成為世代研究關鍵指標，不論是消費習慣或者就職情況，皆逐漸受到學者們的重視；尤其是近年Z世代逐漸步入職場，選才與留才都是人資招募上一大挑戰。企業要想要找到良好的人才，必須靠創新打響品牌，設計良好的激勵制度讓Z世代願意加入，再者員工入職後的留與去，向來是各家企業運籌帷幄中的主要課題。此研究之目的，主要以Z世代為研究對象，探討雇主品牌吸引力、激勵制度、工作投入及與離職傾向之關係，以工作投入作為中介變項加以驗證各個研究變數的因果關係。此次研究採用網路問卷發放，後續將樣本回收，共計回收398份，其中Z世代樣本共回收173份（43.46%），非Z世代225份（56.53%），針對相關回收問卷，使用統計軟體SPSS 22.0進行回收問卷統計分析。研究結果發現，在本研究以服務業為研究範圍的分析結果中，第一，Z世代員工之雇主品牌吸引力對工作投入具有正向影響。第二，Z世代員工工作投入對離職傾向具有負向影響。第三，Z世代員工雇主品牌吸引力對離職傾向具有負向影響。第四，Z世代員工激勵制度對工作投入具有正向影響。第五，Z世代員工激勵制度對離職傾向具有負向影響。第六，Z世代員工工作投入在雇主品牌吸引力與離職傾向間具有部分中介效果。第七，工作投入在激勵制度與離職傾向間具有部分中介效果。根據上述研究結果，企業可透過雇主品牌吸引力形成與激勵制度的建立，來正向提升員工工作投入之情況，並且有效降低員工離職傾向。其次，Z世代員工工作投入在雇主品牌吸引力、激勵制度對離職傾向之間均具有部分中介效果，亦即Z世代員工對於工作投入正向提高之際，將可有效提高雇主品牌吸引力與激勵制度在抑制員工離職傾向的效果。然在差異性分析處，並未發現Z世代員工與非Z世代員工之差異。最後本研究依據調查結果，期望能在管理實務面，對外，提供企業人資主管在招募Z世代上職員相關策略的擬定依據；對內，提供管理階層在制訂激勵制度福利上設計之參考。

In recent years, Generation Z has become a key indicator within generation research, including consumerism and organizational behavior. Specifically, Generation Z has become the main part of workforce and gradually been employed. That is, the issues of recruiting and managing Generation Z have become a challenged task ever. This study aims to investigate the effects of employer brand attractiveness and incentive system on job involvement and intention of Generation Z’s turnover, specifically, job involvement has taken as mediators to further identify the causal relationships. A total of 398 samples were collected via online questionnaires, of which 173 （43.46%） were recovered from Gen Z samples and 225 （56.53%） by non-Z generation, and the statistical software SPSS 22.0 was used for statistical analysis.The results are summarized according to our results. Firt, employer brand attractiveness is positively related to job involvement. Second, job involvement is negatively related to turnover intention. Third, employer brand attractiveness is negatively related to turnover intention. Fourth, Incentive system is positively related to job involvement. Fifth, incentive system is negatively related to turnover intention. Sixth, job involvement partially mediates the relationship between employer brand attractiveness and turnover intention. Last, job involvement partially mediates the relationship between incentive system and turnover intention.According to the results show that employer brand attractiveness and incentive system are positively related to the job involvement of Generation Z. Job involvement is negatively related to the intention of Generation Z’s turnover. Regarding to the mediation effect of job involvement, we finally identified it as a partial mediator between employer, incentive system and the intention of Generation Z’s turnover. Based on the results aforementioned, it is expected to provide the basis for the strategies related to the recruitment of Gen Z by HR officers in terms of management practices. Internally, the results also provide a reference for management to design incentive system which could benefit Generation Z appropriately.