| 摘要: | 近年來工商發達景氣復甦，兩岸經貿交易頻繁，帶動國內房地產業迅速發展，從都市到鄉村公寓大廈、住辦商業大樓、豪宅社區陸續建構完工交屋，業主（住戶）遷入後與建商配合成立××大廈管理委員會，管委會公開招標委由保全公司招募甄選保全人員負責大樓管理維護與進出人員及車輛門禁管制，由於派駐案場保全員少數素質良莠不齊，因個人工作滿意度欠佳及服務態度較差，無法獲得業主認同離職，對業主安全造成危機，遂使保全業人力經營愈來愈艱困。
本研究目的是探討保全從業人員工作滿意度與離職傾向是否有相關？本研究採便利抽樣方式，共發出200份問卷，回收185份，回收率為92.5％，其中有效問卷176份，有效樣本回收率為88％。並利用SPSS 統計軟體為本研究之分析工具，測量出工作滿意度分量表及離職傾向分量表，採用Likert五點量尺測量出保全從業人員對於各問項之強度，在176份有效問卷所獲數據，透過統計分析方法，探討保全從業人員工作滿意度與離職傾向產生出來的差異略有不同。
結果發現（1）女性離職傾向高於男性。（2）年齡約20幾歲離職傾向最高，30-35歲次之。55-60歲離職傾向最低。（3）家庭狀況小康中等離職傾向最高，家庭狀況低等或單親家庭離職傾向最低。（4）工作滿意度愈高，離職傾向愈低；反之工作滿意度愈低，離職傾向愈高。（5）其他如教育程度、年資、薪資福利及工時等對本研究變項工作滿意度、離職傾向並不顯著，皆未產生影響。最後，依據研究結果提出建議，提供保全業者及保全從業人員未來對縮短工時（由現行每月312小時降減為288小時）、變相減薪及人力缺額等問題，如何因應及改善作為改進之參考。
In recent years the industry and commerce developed booming recovery, both banks economics and trade transaction was frequent, leads the domestic real estate industry rapidly expand, from the metropolis to the village apartment building, lived manages the commercial building, the mansion community to construct one after another finishes hands over the room, after the owner (inhabitant) moved into, with constructs business coordination establishment ×× building Management committee, the management meeting public tender committee by preserves the company to recruit to select preserves the personnel to be responsible for the building management maintenance with pass in and out the personnel and the vehicles entrance guard control, because accredited the document field to guarantee the whole staff minority quality good and evil intermingled, because individual work degree of satisfaction was unsatisfactory and the service attitude was bad, is unable to obtain the owner to approve leaves job, created the crisis safely to the owner, then caused to preserve industry the manpower management more and more hardship. This research goal is the discussion preserves the jobholders to work the degree of satisfaction with to leave job favors whether to have related? This research picks the convenience sampling way, altogether sends out 200 questionnaires, recycles 185, the returns-ratio is 92.5%, effective questionnaire 176, the effective sample returns-ratio is 88%. And analyzes the tool using the SPSS statistics software for this research, surveys the work degree of satisfaction to divide the meter and to leave job the tendency to divide the meter, uses the Likert five gauge rules to survey preserves the jobholders regarding to ask respectively a intensity, attains the data in 176 effective questionnaire, by the statistical analysis method, the discussion preserves the jobholders to work the degree of satisfaction with to leave job the difference which the tendency produces slightly to have the difference, finally discovered that (1) the female leaves job the tendency to be higher than the male. (2) the age approximately more than 20 years old leave job the tendency to be highest, 30-35 year old of next best. 55-60 years old leave job the tendency to be lowest. (3) the family status well-off medium leaves job the tendency to be highest, the family status low status or the single-parent family leaves job the tendency to be lowest. (4) works the degree of satisfaction to be higher, leaves job the tendency to be lower; Otherwise the work degree of satisfaction is lower, leaves job the tendency to be higher. (5) other like education level, the period of service, the salary welfare and the man-hour and so on to this research variable work degree of satisfaction, leave job the tendency not to be remarkable, all has not had the influence. Finally, puts forward the proposal based on the findings, will provide preserves the entrepreneur and preserves the jobholders to reduce the man-hour (to fall in the future by the present each month 312 hours reduces is 288 hours), reduces salaries and questions in disguised form and so on manpower vacancy, how will take reference of the improvement in accordance to and the improvement. |
