近年來員工的留任問題成為企業所面臨的一大挑戰，組織投入許多時間與金錢在吸引人才、招募人才及訓練人才上，然而當員工透過訓練發展及經驗累積，成為企業不可或缺的菁英時，卻時常因為種種原因而離職。
Locke (1982)曾比較金錢、目標設定、員工參與及工作豐富化等四種激勵工具，研究結果發現金錢是四者當中最重要的激勵因子。Robert and Donald (1986)認為薪酬可以吸引人才，高水準的薪酬可以留住有離職意願的員工。因此本研究希望瞭解薪酬制度知覺對員工留任意願之影響以及金錢倫理觀在薪酬制度知覺與留任意願之關係是否具有干擾效果。
本研究藉由線上問卷蒐集資料，透過統計方法來驗證研究假設，結果發現薪酬制度知覺對留任意願呈顯著正向影響相關；金錢倫理觀在薪酬制度知覺對留任意願影響關係中，不具有干擾效果；薪酬制度知覺對整體金錢倫理觀的影響力不顯著；整體金錢倫理觀對留任意願的影響力不顯著。
針對研究發現，本研究進行分析與討論，另提出研究建議，以供未來相關領域研究以及實務應用上的參考。
Nowadays companies face a serious problem with employees’ retention. They spend a lot of money and time attracting, recruiting and training employees; however, when employees become key talents for the company, after gaining experience and knowledge, for different reasons, employees decide to leave the company. In that cir-cumstance, the company loses all the money and time invested.
Locke (1982) compared these four incentive tools: money, goal setting, employees’ engagement and job enrichment and found that money was the most critical and motivated one. Therefore, in this research, I would like to know if the awareness of compensation system affects employees’ retaining willingness. Also, if employees’ money ethic conception will affect the relationship among the awareness of compensa-tion system and retaining willingness.
Based on the 255 responses, the results indicate that:
(1) the awareness of compensation system has a significant positive impact on employ-ees’ retaining willingness;
(2) the money ethic conception has no interfering effect on the relationship between the awareness of compensation system and employees’ retaining willingness;
(3) the awareness of compensation system has no significant impact on money ethic conception;
(4) the money ethic conception has no significant impact on employees’ retaining will-ingness.
