不同工作型態與招募管道對夏日兼職員工留職差異之研究-以美國Six Flags Great Escape為例

Abstract

休閒產業的工作型態有別於一般產業，為非全時性、非連續性且工作地點與時間是不可預測的，視為一種非典型工作型態，因此如何招募季節性員工並讓員工留職與回流且推薦他人成為本研究的研究背景與動機。本研究之主要目的是探討不同工作型態與招募管道對員工留職及推薦情形的差異。研究方法採用文獻分析法分析工作型態相關文獻，利用檔案分析法分析臺灣及美國相關工作法令，最後於 2015 年 7 月至 8 月之間於美國 Six Flags Great Escape 遊樂園發放問卷且回收 108 份。分析方法使用 SPSS22.0 版進行描述性統計、集群分析、單因子變異數分析、t 檢定、典型相關及雙因子變異數分析。研究結果發現，(1) 員工留職意願與工作氛圍、工作時數的滿意度以及招募資訊內容符合工作期望有高度相關；(2) 對工作型態滿意度越高的集群，其留職意願與推薦情形越高，有顯著差異；而不同招募管道對留職意願與推薦情形則無顯著差異；(3) 對工作型態有高滿意度的集群不論是利用內部招募或外部招募皆對留職意願有顯著差異，對推薦情形則無顯著差異。本研究建議為 (1) 企業或組織應以工作氣氛與工作時數為加強目標，以增加員工留職率與推薦情形；(2) 企業或組織在撰寫招募資訊內容應與工作實際情況相符。

The employment relationship of recreation industry which is a non-full-time, discontinuous and unpredictable is differ from other common industries. Therefore, it is considered as an atypical employment relationship. For this reason, not only how to recruit the seasonal employee but also how to urge the employee retention and recommend others becomes the motive of this study. The main purpose of this study is to discuss differences between different employment relationships and recruitment sources among employee retention and job recommendation. For the research method, by using literature analysis and documentary analysis to analyze relevant reference and the regulations of Taiwan and The U.S. The questionnaire was distributed at America Six Flags Great Escape amusement park from July to August, 2015, 108 questionnaires was returned. The research findings and conclusion shows that (1) The satisfaction of job atmosphere, working hour and the recruitment information is conformed to the job expectation has high correlation among employee retention. (2)The cluster of high satisfaction in employment relationship has the high employee retention and high recommendation.