| 摘要: | 本研究旨在探討職場新鮮人留任意願因素，採用紮根理論進行質化研究，從深度訪談中整理出研究因素，透過編碼程序逐步分析訪談內容，其中包含了開放編碼，主軸編碼跟選擇編碼來分析樣本。本研究共訪談工作年資未滿24個月的6名初入職場正職員工作為研究訪談對象，訪談日期為民國107年6月至8月，年齡分佈24至26歲，以深度訪談方式，詢問其留任意願因素，做成逐字稿，再透過因素歸納整理，有51項開放編碼，11項主軸編碼和3項選擇編碼。
本研究所歸納出的影響職場新鮮人留任意願因素為：薪資福利、能力、自我實現、工作型態、社交互動、主管領導、責任感、職場生涯規劃、教育訓練、年資及願景與目標，而留任意願選擇編碼為：角色衝突、心理衝突、價值觀衝突。
研究結果顯示：（1）雙重約束理論觀點下，角色衝突、心理衝突、價值觀衝突越大對於職場新鮮人留任意願就會越低。（2）職場新鮮人之初任薪資對於留任意願之影響較不明顯，而工作未來發展性、工作經驗累積年資、工作具有願景目標等條件卻是職場新鮮人較為重視的留任重要因素。
本研究透過職場新鮮人之實際觀點，分析職場新鮮人留任因素。綜合以上結果，並進一步針對職場新鮮人及企業人力資源發展出相關建議。
關鍵字：雙重約束理論、留任意願、職場新鮮人
In today's society where human resource management is increasingly valued, the salary system has become a topic that applicants attach great importance to. The salary and benefits have also become an important factor for employees in all walks of life to consider. I believe that the current economic downturn coupled with the flexibility of labor has caused many companies to switch from formal employees to contracted employees to reduce the cost of human resources. In the study of the work functions of formal employees in many papers, a small number of research on arbitrarily wishing is more important. Therefore, this study hopes that in response to the current social phenomenon, it will focus on the organization's salary and welfare, work input, organizational recognition, and job role. The career planning explores its willingness to stay, and then uses the double bind theory to conduct a feeling analysis. A total of six first-time employees who had worked for less than 24 months were selected as study interviews. The interview dates from June to August this year, and the age distribution ranged from 24 to 26 years old. The results of the study confirmed by the respondents' sharing and opinions that there is a double bind theory (value conflict, role conflict, psychological conflict).
The conclusions of this study are as follows: (1) Under the double bind theory, the greater the role conflict, psychological conflict, and value conflict, the lower the willingness to retain fresh in the workplace. (2) The initial salary of the freshman in the workplace is less obvious for the retention of any wish, and the conditions such as the future development of the work, the accumulated work experience, and the vision of the work are important factors for the freshman in the workplace. Based on the above results, we will further develop relevant recommendations for fresh people and corporate human resources in the workplace.
Keywords: Double Bind Theory, Intention to Retain, Freshman in the Workplace |
