現今全球競爭激烈的大環境中，企業的重要資源即是人才，國內企業除了面臨少子化問題外，尚有因缺乏人才而無法跟上國際快速變化軌道的問題，故如何留任人才是相當重要的議題，而工作壓力是人才流失的主要因素之一，本研究將探討工作壓力對於留任意願之影響，期能從中找到提升留任之方法，並能作為企業留任人才的參考依據。本研究主要目的在於：1. 檢視工作壓力和留任意願之關係。2. 以工作價值為干擾變數，探討工作價值對於工作壓力與留任意願關係之影響。本研究以一般員工為主要研究對象，以各行業做為研究樣本。總計發出問卷 282 份，回收有效樣本共 273 份，有效回收率為 96%。研究結果顯示：工作價值四個基本要素中的聲望價值對於時間壓力的干擾效果具顯著正向關係，內在價值對於焦慮壓力的干擾效果具顯著負向關係，代表聲望及內在價值之滿足確實影響人員於承受工作壓力時留任意願的高低。期能藉以此研究，作為企業制定留任人才策略之參考，並達到提升人才留任效益之目的。
In today's highly competitive global environment, talents are an important resource for enterprises. In addition to facing the problem of declining birth rate, domestic enterprises also have the problem of being unable to keep up with the rapid changes in the world due to the lack of talents. Therefore, how to retain talents is very important. issues, and work pressure is one of the main factors of brain drain. This study will explore the impact of work pressure on the willingness to stay, hoping to find ways to improve retention and serve as a reference for enterprises to retain talents. The main purposes of this study are： 1. To examine the relationship between job stress and retention desire. 2. Using work value as the interference variable, explore the impact of work value on the relationship between work pressure and willingness to stay. This study takes general employees as the main research object and takes various industries as research samples. A total of 282 questionnaires were sent out, and 273 valid samples were recovered, with an effective recovery rate of 96%. The research results show that the prestige value among the four basic elements of work value has a significant positive relationship with the interference effect of time pressure, and the intrinsic value has a significant negative relationship with the interference effect of anxiety pressure, which means that the satisfaction of prestige and intrinsic value does affect personnel Be willing to stay up or down when you are under work pressure. It is hoped that this research can be used as a reference for enterprises to formulate talent retention strategies and achieve the purpose of improving the efficiency of talent retention.
