摘 要

近年來，由於整體就業環境及產業結構發生變化，衍生出「結構性失業」的問題，造成企業出走嚴重，導致離職失業者的比率搫升。行政院主計處九十一年最新資料顯示失業率高達5.17%，為歷年最高。面對已經成為台灣經濟難題，政府必須速謀對策，解決失業問題。
基於以上動機本研究藉由自願性離職與非自願性離職者於失業中，從個人行為、工作特質及求職管道中去瞭解發現，經運用羅吉斯迴歸進行實證分析結果顯示，無論自願性或非自願性離職者，當教育程度愈高、公司規模愈大、行業為服務業並透過非正式管道求職者，其復業成功率較高。
本研究實證結果對企業或政府機構在政策與管理上建議如下：
一、預警通報制度：對被解僱或裁員，提早告知，給予尋職的適應期，以降低離職者衝擊。
二、再訓練計劃：提供員工再訓練計劃，以培養第二或更多的專長，因應企業再造或結構性改變時，能快速轉移到新的工作上的能力，提增復業機率。
三、企業家之責任：兼顧長短期人力策略運用需求，擬訂出企業經營之人力所需方案，以更具經濟效益、合理的方式運用人力。
四、建立終身學習環境：建立讓員工再回流到學校教育的機制，透過各種學習，以獲得新知識，累積一般性人力資本，以維持本身競爭能力，不因結構性的改變，對離職產生恐懼，確能更有信心再就業，以提高復業成功機率。

Abstract

Recent years, owing to the changes of employment environment and structure of production industry, the problem of “structural unemployment” is resulted in serious outgoing of the business to cause the ratio rising of unemployment. According to the latest data of National Statistics in 2002, the unemployment rate was high up to 5.17%, that is the top record since so many years. Facing to the difficult economic problem of Taiwan, our government needs to find out a solution for unemployment.

Based on aforesaid motivation, by means of voluntary and involuntary leaving the job among unemployment people, this research studied from personal behavior, quality of work, and employment channel and applied the logistic regression to process the empirical analysis. The result proved that no matter for people who are voluntary or involuntary leaving the job, the successful reemployment rate is higher for those who are higher education, served in big company for service industry, and obtain the job from non-official channel.

From this study, the result proves that the following suggestions are provided for business management and policy to the companies and government:
1. Establish a warning notification system: Advise early to the people who are going to be fired or dismissed and seek for another employment chance for them to lower down the strike of unemployment.
2. Retraining programming: Provide employees with re-training plan to cultivate them to have more specialization capability in the future new career whenever required for the business. As a result, they can be reemployment within a short time.
3. Responsibility of Enterpriser: Meet the demand for long or short term on manpower strategy and draft out a manpower plan for business operation to fit for economic interest outcomes and reasonable manpower application.
4. Establish lifelong learning environment: Set-up a mechanism to let employees return back to receive the education in schools and obtain more new knowledge through various learning for high potential power to cope with competitors. Also, let them free from afraid for the change of structure and leaving their job, so they can be reemployment easily under great confidence.

目 錄

謝辭 i
摘要 ii
Abstract iii
目錄 iv
圖目錄 v
表目錄 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 4
第三節 研究範圍與限制 5
第四節 研究流程 5
第二章 文獻探討 8
第一節 離職失業的定義與類型 8
第二節 尋職理論相關研究回顧 11
第三節 再就業相關研究回顧 19
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 分析方法 26
第四章 結果分析 28
第一節 自願性離職者成功復業影響因素之驗證模型 28
第二節 非自願性離職者成功復業影響因素之驗證模型 38
第三節 自願與非自願性離職者復業影響因素比較分析 47
第五章 結論與建議 53
第一節 結論 53
第二節 建議 55
參考文獻 57
一、中文部份 57
二、英文部份 59
附錄 62
附錄一：自願性離職者迴歸分析表 62
附錄二：非自願性離職者迴歸分析表 72

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