2008年金融海嘯與臺灣勞工轉職意願之研究

Abstract

過去學者多以工作滿足感、組織認同、風險態度來探討勞工轉職意願之因素，且少有研究經濟事件對勞工轉職意願因素影響。由於臺灣受到國內外經濟事件波及，導致臺灣實質薪資自2000年開始停滯，於2009年達到最低，故本研究轉職意願因素除工作滿足感、風險接受程度外，亦加入相對和絕對薪資來衡量薪資滿足感，觀察在2008年全球金融海嘯時，此三項變數對於臺灣勞工轉職意願之影響。若本研究能了解此金融海嘯影響臺灣前中後之勞工轉職意願因素，預期可提供勞動部參考建議，以利未來有負面經濟事件時做因應決策。 本研究使用主要資料2008至2011年「勞工生活及就業狀況調查」衡量薪資滿足感、工作滿足感和風險接受程度，合併「人力運用調查」模擬母體之薪資中位數後用以衡量相對薪資，並運用GSEM模型探討臺灣受金融海嘯衝擊前中後勞工轉職意願因素。實證結果指出，於2008至2011年間勞工薪資滿足感、工作滿足感和風險接受程度皆對於其轉職意願有顯著影響，但影響程度依勞工年齡層和金融海嘯影響臺灣期間而有所不同。未滿35歲年輕勞工影響轉職意願比重由大到小為薪資滿足感、工作滿足感、風險接受程度，受金融海嘯影響時勞工薪資滿足感在意程度上升，工作滿足感下降；而35歲以上年長勞工之轉職意願因素則更明顯變化，2008年影響轉職意願比重由大到小為工作滿足感、薪資滿足感、風險接受程度，然於2009年受此事件波及時，年長勞工反而最在意薪資滿足感，其次為工作滿足感，最後為風險接受程度。因此發現當金融海嘯衝擊臺灣時，年長勞工之兩種滿足感對於其轉職意願影響變化彈性較大。

Turnover intention has been studied since early 1970. However, most of these essays take job satisfaction, organizational identification, and risk attitude as factors of turnover intention, but less of them consider extrinsic ones. Because Taiwan was affected by several economic events, not only did Taiwan start to have sticky wage since 2000, but also it fell to a new low in 2009. As a result, the study adds job satisfaction, wage satisfaction, and risk acceptance into the model, and then analyses whether these variables significantly influence workers’ turnover intention from 2008 to 2011. The Ministry of Labor can enact some proper policies to relieve the impacts of economic crises in the future provided that there is complete understanding of what caused turnover intention from the Taiwanese workforce. The research applied Survey on the Living Employment Situation of Labor between 2008 and 2011 to measure laborers’ wage satisfaction, job satisfaction, and risk acceptance. Besides, Manpower Utilization Survey was used to create median wage for measuring peer salaries. After the surveys were concluded, a GSEM model was run for analyzing Taiwanese employees' turnover intention before and after the financial crisis of 2008. The result indicated that these variables had prominent effects on worker's turnover intention but at different levels. The turnover intention of Young Workers under 35 was significantly impacted by wage satisfaction the most from 2008 to 2011. As for Old Workers over 35, they cared about job satisfaction the most in 2008. Interestingly, in 2009, wage satisfaction was more affected than job satisfaction. This demonstrated that Old Workers Over 35 were more likely to shift their satisfaction during the period.