依據行政院主計總處統計資料顯示，近年來「對原有工作不滿意」之因素而離職者已成為失業主因。如何找到對的人，並留住優秀人才，對於組織而言，不僅可以提升組織績效、減低人才出走時對於組織的負擔，這也是許多企業與組織日趨重要的課題。組織氣候之重點在於組織成員對於組織整體環境的感受，本研究旨在探討組織氣候、心理契約與留任意願間之關聯性，透過研究結果藉以提升員工留任意願，讓企業留住適用的人才，避免人才的流失。
本研究以某傳統產業員工為研究對象，採用配額抽樣方式以網路及紙本問卷並行發放問卷470份，回收有效問卷354份，可用率為75.32%。在問卷回收後透過SPSS進行分析與驗證，研究結果顯示，組織氣候對於留任意願具有顯著的正向影響；組織氣候對於關係型心理契約具有顯著的正向影響；交易型心理契約在組織氣候與留任意願間不存在中介效果；關係型心理契約在組織氣候與留任意願間存在部分中介效果。
According to the statistics from Directorate General of Budget, Accounting and Statistics (DGBAS) of Executive Yuan, main unemployment reason recently is that employees are dissatisfied with their current jobs and then quit. Hiring the right employees and retaining the talented ones not only enhances work performance but also reduces the turnover of employees. Therefore, employee retention is an important issue for any organization. Organization climate mainly focuses on employees’ feeling of organization environment. The purpose of this study is to find the relationship between organization climate, psychological contracts and employee retention, and then to use this information to inform companies on how to improve employee retention. The study surveyed 470 employees at companies in traditional industries through written questionnaires or an online survey system by quota sampling. Participants returned 354 valid questionnaires, representing a valid return rate of 75.32%.
The study found the following results: organization climate positively correlates with employee retention; organization climate positively correlates with relational psychological contracts; there is no mediation effect of transactional psychological contract between organization climate and employee retention; and there is a partial mediation effect of relational psychological contracts between the organization climate and employee retention.
