近年來，公司愈來愈重視如何去留住優秀人才以降低員工的自願性離職。因為每一離職員工對於公司營運及人事成本所帶來的損失極大，如此重大的影響使得員工自願性離職成為學術界及實務界所關注的議題。本研究旨在探討員工績效、幸福感、職場友誼、誘因效果與自願性離職間之關係，及幸福感、職場友誼與誘因效果對自願性離職的影響。其次，再檢視個人與組織在幸福感、職場友誼與誘因效果在自願性離職認知上之差異；最後再去探討人口統計變數在自願性離職上差異。
本研究以金融電銷產業員工為研究對象，採網路問卷調查，發放時間為2021年3月28日至2021年4月11日，針對346份有效問卷計，進行敘述性統計、信度分析、相關性分析、多元逐步迴歸分析、單因子變異數分析及T檢定。根據實證調查的統計檢定後，有下列重要發現：
1.員工績效對幸福感、職場友誼、誘因效果無顯著正向的影響。
2.幸福感、職場友誼、誘因效果對自願性離職具有顯著負向的影響。
3.個人與組織在幸福感、職場友誼與誘因效果在自願性離職認知上無顯著差異。
4.人口統計變項中以性別、教育程度、職務、在金融產業工作年資在自願性離職上具有顯著差異。

In recent years, the company has paid more attention to retain outstanding talents to reduce the voluntary turnover of employees. Because each employee who leaved the company has caused great losses to the company's operations and personnel costs, such a significant influence makes the voluntary turnover of employees an issue of concern to the academic and practical world.
This research aims to explore the relationship between employee performance and sense of happiness, workplace friendship, incentive effect and voluntary turnover; and the influence of sense of happiness, workplace friendship and incentive effect on voluntary turnover. Secondly, it examines the individual and organization’s sense of happiness, the difference between workplace friendship and the effect of incentives in the perception of voluntary turnover; finally, it discusses the difference in demographic variables on voluntary turnover.
This research takes the financial and telemarketing industry employees as the research object. Online questionnaire surveys were taken from March 28, 2021 to April 11, 2021. 346 valid questionnaires on descriptire statistics, reliability analysis, 
correlation analysis, multiple stepwise regression analysis, one-way analysis of variance and t-test were performed. According to the statistical test of the empirical survey, there are following important findings:
1.Employee performance has no significant positive impact on the sense of happiness, workplace friendship, and incentive effects.
2.Sense of happiness, workplace friendship, and incentive effects have a significant negative impact on voluntary turnover.
3.There is no significant difference in the perception of voluntary turnover between individuals and organizations on the sense of happiness, workplace friendship and incentive effect.
4.In the demographic variables, there are significant differences in voluntary, gender, education level, job title, working experience in the financial industry has a significant difference in voluntary turnover separately.

目錄
目錄	Ⅰ
表次	Ⅲ
圖次	Ⅳ
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍 5
第四節 研究流程與論文結構 5
第二章 文獻探討與假設推論	7
第一節 員工績效之定義與衡量構面 7
第二節 幸福感之意涵與相關理論 10
第三節 職場友誼之定義與衡量構面 16
第四節 誘因效果之意涵與理論觀點 22
第五節 自願性離職之意涵與發展模型 27
第六節 各構面之相互關係與相關假設 29
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 變項的操作型定義 34
第四節 研究對象與抽樣設計 37
第五節 衡量方式與問卷設計	37
第六節 資料分析方法	39
第四章 資料分析與研究結果	41
第一節 敘述性統計分析	41
第二節 信度分析 44
第三節 相關性分析 47
第四節 多元逐步迴歸分析 50
第五節 人口統計在工作環境、自願性離職差異性分析(T+A)	55
第六節 研究假設驗證之結果	62
第五章 結論與建議	63
第一節 結論	63
第二節 管理意涵	65
第三節 研究貢獻	65
第四節 研究限制	66
第五節 建議	67

參考文獻	69
一、中文部分	69
二、英文部分	71
附錄：問卷	78

 
表次
表 1-1  本研究之主題、變項、方法與對象 5
表 2-1  員工績效定義之彙總表 8
表 2-2  員工績效之衡量構面 9
表 2-3  幸福感理論之歸納 15
表 2-4  國內外學者對職場友誼的定義之彙整 17
表 3-1  本研究各變項之操作定義 35
表 3-2  工作環境包含幸福感、職場友誼、誘因效果 38
表 3-3  自願性離職意圖	39
表 4-1  樣本之基本資料	41
表 4-2  問卷統計分析摘要表	45
表 4-3  各構面之信度分析表	47
表 4-4  各主構面之相關分析表	48
表 4-5  各子構面之相關分析表	49
表 4-6  員工績效對工作環境幸福感之迴歸分析表	50
表 4-7  員工績效對工作環境職場友誼之迴歸分析表	51
表 4-8  員工績效對工作環境誘因效果之迴歸分析表	52
表 4-9  工作環境幸福感對之自願性離職迴歸分析表	52
表 4-10 工作環境職場友誼對之自願性離職迴歸分析表	53
表 4-11 工作環境職場友誼主管對之自願性離職迴歸分析表	53
表 4-12  工作環境職場友誼同事對之自願性離職迴歸分析表	54
表 4-13  工作環境誘因效果對之自願性離職迴歸分析表	54
表 4-14  工作環境誘因效果對之自願性離職組織迴歸分析	55
表 4-15  工作環境誘因效果對之自願性離職個人迴歸分析	55
表 4-16  性別對工作環境(幸福感、職場友誼、誘因效果)、自願性離職
　　　   之分析結果	56
表 4-17  年齡對工作環境、自願性離職之分析結果表	57
表 4-18  婚姻狀況對工作環境、自願性離職之分析結果表	58
表 4-19  教育程度對工作環境、自願性離職之分析結果表	58
表 4-20  每月所得對工作環境、自願性離職之分析結果表	59
表 4-21  職務對工作環境、自願性離職之分析結果表	60
表 4-22  金融業工作年資對工作環境、自願性離職之分析結果表	60
表 4-23  現職公司服務年資對工作環境、自願性離職之分析結果表	61
表 4-24  研究假設及實證結果彙整表	62

 
圖次
圖 1-1 研究流程圖	6
圖 2-1主觀幸福感架構圖	11
圖 3-1 研究架構	33

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