近來勞退新制的實施可能影響國家經濟、組織生存與員工權益之發展，如何藉由保障性福利來吸引與留住關鍵性人才，並降低工作疏離現象是相當重要的議題。本研究目的在探討勞退新制滿意度對員工退卻行為之影響，並分析個體社會資本之調節效果。本研究採取便利抽樣法針對台灣地區不同產業公司之327位參與勞退新制的員工為研究對象，研究發現：勞退新制滿意度對退卻行為具部分負向影響關係；取得資源與資訊對於勞退新制滿意度與退卻行為之關係具部分負向調節效果；而獲取助力對於勞退新制滿意度與退卻行為之關係具部分正向調節效果。本文最後依照上述研究結果提出理論意涵、管理實務與後續研究建議。

Based on the effects of the new pension system on the national economy, the existence of organizations, and workers’ rights, it is important to retain talent in the workplace through guarantees of benefits and reduce employee turnover. This study aims to investigate how levels of satisfaction with the new pension system can influence employee withdrawal. It also aims to examine how the relationship between satisfaction with the new pension system and withdrawal can be moderated by personal social capital. This study uses a survey given to 327 workers from multiple industries in Taiwan. Results show that, first, satisfaction with the new pension system has partial and negative effects on withdrawal. Second, when considering personal social capital, access to information and resources is found to have partial and negative moderating effects on this relationship. Moreover, the study finds that career sponsorship has partial and positive moderating effects on this relationship. In the final section of this paper, we discuss the implications for theory and managerial practices, as well as suggestions for the further study.

勞退新制滿意度;退卻行為;個體社會資本;取得資源與資訊;獲取助力

satisfaction with the new pension system;withdrawal;personal social capital;access to information and resources;career sponsorship