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  1. 量化分析與研究　　　ISSN:2789-9934
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公股銀行民營化新制度造成員工離職意圖之研究－以T銀行為例

公股銀行民營化新制度造成員工離職意圖之研究－以T銀行為例
吳惠娥*、趙必孝、蕭岳誌

國立中山大學人力資源管理研究所
國立中山大學人力資源管理研究所
國立高雄科技大學行銷與流通管理研究所
*通訊作者：吳惠娥anne24689@gmail.com

摘要
員工是公司最大的資產，降低離職率一直是各企業人力資源部門的重要工作任務。T銀行於102年導入績效考核制度(KPI)，實施至目前約7年時間，由於此制度的設計是全員行銷的概念，亦即無論T銀行員工的本職為何，都用同一套標準進行考核。然而由於各家分行所在的區域不同，以及內外勤人員本身的工作職能及業務項目也有所差異，由於壓力過大造成員工離職意圖升高，因此了解影響T銀行員工離職意圖的因素迫在眉睫。本研究以T銀行員工為研究對象，並藉由便利抽樣的方式進行問卷調查，共計發放200份，剔除無效問卷，得回收有效樣本共186份，有效回收率為93%。研究結果發現：（一）員工對KPI制度的認同度對工作壓力具有負向顯著的影響；（二）員工對KPI制度的認同度與報酬公平性對工作滿意具有正向顯著影響；（三）工作壓力對離職意圖具有正向顯著的影響；（四）工作滿意度對離職意圖則具有負向顯著影響；（五）工作壓力在KPI制度與離職意圖之間具有中介效果；（六）工作滿意度在KPI制度、報酬公平性與離職意圖之間具有中介效果。最後，本研究針對研究結果，於KPI實施多年後的今日，對T銀行提出相關經營管理策略上的建議。

關鍵字：KPI制度、工作壓力、報酬公平性、工作滿意度、離職意圖



 
The New Public Bank Privatization System Leads to the Employee's Intention to Resign: The Example of T Bank
Hui-O Wu, Bih-Shiaw Jaw, Yueh-Chih Hsiao

Institute of Human Resource Management, National Sun Yat-sen University
Department of Marketing and Distribution Management, National Kaohsiung University of Science and Technology
*Correspondence: Hui-O Wu anne24689@gmail.com

Abstract
Reducing the turnover rate of employees has always been an important task of the human resources department of all companies. T Bank introduced a Key Performance Indicator (KPI) in 2013, and it has been implemented for about 7 years. Since full-staff marketing is the design concept of this evaluation system, no matter what position the employee is in, T employees will be evaluated through the same KPI. However, due to the different regions of each branch and the differences in the job functions and business projects of internal and external employees, employees not only have to bear the burden of administrative work, but also must bear performance pressure. Therefore, the study of T bank employee turnover intention is imminent. The subjects of this study are employees of T Bank. A total of 200 questionnaire surveys were conducted through convenient sampling. After excluding invalid questionnaires, 186 valid samples were recovered, and the effective recovery rate was 93%. The research results: (1) Employees' recognition of the KPI system has a negative and significant impact on Job stress; (2) Employees' recognition of the KPI system and fairness of compensation have a positive and significant impact on job satisfaction; (3) Job stress has a positive and significant influence on turnover intention; (4) Job satisfaction has a negative and significant impact on turnover intention; (5) Job stress has an intermediary effect between the KPI system and the intention to leave; (6) Job satisfaction has an intermediary effect between the KPI system, the fairness of remuneration and the intention to leave. Finally, according to the research results, after implementing KPIs for many years, this research puts forward relevant business management strategy recommendations to T Bank.

Keywords: KPI System; Job Stress; Salary Fairness; Job Satisfaction; Turnover Intention.
 
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