根據行政院主計總處102年的調查顯示，受僱員工於報到後不滿一年內所退出的比率約43%，此項調查顯示出，員工在進入組織後於一年內的離職率將近五成，當組織與求職者相互做出錯誤的判斷時，組織必須付出的成本與代價遠遠超過所可以想像的範圍。過去的研究多就求職者觀點討論新進人員在短時間內離開的原因，鮮少就組織觀點加以探討。從回顧過去學者所提到關於組織與求職者雙方於招募甄選活動過程中的相互瞭解關係，並進一步搭配實際與企業的HR招募人員訪談可以歸納出幾項招募甄選的活動，包括招募管道、招募溝通內容、甄選工具之履歷篩選、測驗、面談、錄取通知等與離職率之相互關係。本研究以洞察力的概念透過組織於招募甄選實務作法上的操作，加以討論各項招募及甄選活動與新進專業人員的離職率之關係，採用問卷調查方法蒐集研究資料，問卷主要的發放對象為企業的HR招募人員，以SPSS做相關分析、簡單迴歸分析以及獨立樣本t檢定驗證假說，藉由實證發現摘要如下：
1. 招募管道的數量多寡、使用程度，對組織新進專業人員離職率有負向影響。
2. 招募溝通內容之資訊揭露程度越高，對組織新進專業人員離職率有正向影響。
3. 甄選工具履歷篩選的仔細程度越高，對組織新進專業人員離職率有負向影響。
4. 甄選工具各類測驗使用程度越高，對組織新進專業人員離職率有負向影響。
5. 甄選工具面談內容越詳細清楚，對組織新進專業人員離職率有負向影響。
6. 甄選工具錄取通知之資訊越豐富，對組織新進專業人員離職率有負向影響。

According to the survey of Directorate-General of Budget, Accounting and Statistics, Executive Yuan, R.O.C.(Taiwan) in year 102 shows that the turnover rate is around 43% after employee is recruited less than 1 year. The survey shows that employee turnover rate is nearly 50% within 1 year, when the organizations and applicants made wrong judgement, the cost will be paid much more than expectation. Previous studies are more focus on newcomer perspective to decide to leave the organization instead of from applicants’ point of view. From review previous studies from Scholars about the relationship between organizations and applicants in the process of recruitment and selection practices further with the actual interviews with HR recruitment members can be summarized in a few recruitment selections of activities, including recruiting channels, recruitment communication content, resume screening tool, interviews, and other relationships with the admission notice of turnover rate. In this study, the concept of insightfulness through the organization to operate on the recruitment practices of selection, discussed the relationship between turnover rate and recruitment selection practices. To collect research data by using questionnaires which were issued for the major corporate HR recruiters, 56 valid samples were collected companies and plan to use the correlation and do simple regression analysis by SPSS and independent sample t-test to verify the hypothesis, and the findings are summarized as follows:
1. The numbers of using the recruiting channels has negative effect on turnover rate of professional new employees.
2. The higher degree of use for disclosing the recruiting information has positive effect on turnover rate of professional new employees.
3. The higher degree of screening resume in selection tools has negative effect on turnover rate of professional new employees.
4. The higher degree of using various examinations in selection tools has negative effect on turnover rate of professional new employees.
5. The higher degree of use and more details of disclosing job description at interview in selection tools have negative effect on turnover rate of professional new employees.
6. The more abundant of acceptance notification information in selection tools has negative effect on turnover rate of professional new employees.

目錄
論文審定書 i
謝誌 ii
中文摘要 iii
英文摘要 iv
目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 洞察力 4
第二節 招募 8
第三節 甄選 16
第四節 離職的意涵 24
第三章 研究方法 31
第一節 研究架構 31
第二節 研究變項之衡量工具與量表設計 32
第三節 研究對象與資料蒐集方法 34
第四節 資料分析方法 35
第四章 實證分析與討論 37
第一節 敘述性統計分析 37
第二節 信度分析 40
第三節 獨立樣本t檢定 41
第四節 各研究變項之變異數分析 42
第五節 招募甄選實務與離職率之相關分析 45
第六節 招募甄選實務對離職率之影響 54
第五章 結論與建議 59
第一節 研究結論 59
第二節 實務意涵 62
第三節 研究限制及後續研究建議 64
參考文獻 66
問卷附錄 72

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