員工滿意度與成本僵固性

Abstract

本研究探討員工滿意度與成本僵固性之間的關聯性。員工對於企業而言是一項重要之資產，其對於公司抱持的態度與看法會影響工作表現，且員工滿意度也會影響員工流動的狀況，故員工滿意度是一項企業需要關注的議題。員工對於企業的滿意度是主要導致其離開公司的原因，且員工離職會造成公司的成本出現變化，進而使成本僵固性一併受到影響。本研究使用考量公司員工流動率型態後的員工流動率作為主要變數，並且考量員工流動率與員工滿意度之間的負向關聯性，將考量公司員工流動率型態後的員工流動率作為員工不滿意度的衡量變數，探討其與成本僵固性之間的關聯性。 本研究以2014年至2018年臺灣上市櫃公司為樣本，實證結果支持員工滿意度與成本僵固性的正向關聯性。當員工滿意度越高，成本將會呈現更僵固的情形；當員工滿意度越低，成本會越不僵固。本研究在額外測試部分，探討管理階層離職、新生代工作者及使用未調整之員工流動率與考量產業流動率型態後的員工流動率與成本僵固性之關聯性，均支持員工滿意度與成本僵固性之間的正向關係。

This paper discusses the relation between employee satisfaction and cost stickiness. Employees are an important asset to firms, and their attitudes and perceptions toward the organization can significantly affect job performance. Moreover, employee satisfaction influences turnover behavior, making it a critical issue for businesses to keep an eye on. Employee satisfaction is a major factor influencing employee turnover, and employee departures can lead to changes in company costs, thereby affecting cost stickiness. This paper uses the employee turnover rate adjusted for employee turnover patterns, as the main variable. Given the negative relationship between employee turnover and employee satisfaction, the employee turnover rate adjusted for employee turnover patterns is treated as a proxy for employee dissatisfaction. This proxy is then used to examine its association with cost stickiness. Using a sample of Taiwan-listed companies from 2014 to 2018, the empirical results support the positive relation between employee satisfaction and cost stickiness. Specifically, higher employee satisfaction is associated with greater cost stickiness, whereas lower employee satisfaction leads to weaker cost stickiness. Additional analyses further examine the effects of executive turnover, new generation workers, and the use of both unadjusted turnover rates and turnover rates adjusted for industry employee turnover patterns. The results also show a positive relation between employee satisfaction and cost stickiness.