本研究主要探討以網際網路公司為產業背景探討員工之薪酬滿意度､工作投入及離職傾向相互間的影響關係，以便了解在現今的環境下，該產業員工對薪酬的滿意度及工作投入的程度是否影響了員工離職的傾向，並探討是否因對未來的薪酬滿意度不同，而影響員工的離職傾向；此研究結果提供給該產業之管理者針對問題研擬合宜之薪酬管理策略，以提高員工對薪酬的滿意度及工作投入的程度，並有效地降低員工離職的傾向，使得企業更能增加市場競爭力而繼續存活。

本研究考量時間、人力、物力，樣本以10家網際網路公司之員工為母體，共發出836份問卷，回收後有效可使用問卷共108份，分別採用單因子變異數分析、Pearson相關分析及多元逐步迴歸等方法分析，結果發現：

1. 網際網路公司員工之「性別」在「對目前薪酬滿意度」上有顯著差異。
2. 網際網路公司員工之「性別」在「對未來薪酬滿意度」上有顯著差異。
3. 網際網路公司員工之「性別」在「工作投入程度」上有顯著差異。
4. 網際網路公司員工之「性別」在「離職傾向」上有顯著差異。
5. 網際網路公司之女性員工比男性員工明顯有較高的「離職傾向」。
6. 網際網路公司員工之「年齡」在「對未來薪酬滿意度」上有顯著的差異。
7. 網際網路公司員工之「婚姻狀況」在「工作投入」上呈現顯著差異。
8. 網際網路公司員工之「現職年資」在「離職傾向」上呈現顯著差異。
9. 網際網路公司員工之「現職年資」在「離職傾向」上呈現顯著的負相關。
10. 網際網路公司員工之「就業年資」在「對目前薪酬滿意度」上呈現顯著之差異。
11. 網際網路公司員工之「就業年資」在「對未來薪酬滿意度」上呈現顯著之差異。
12. 網際網路公司員工之「就業年資」在「工作投入」上呈現顯著之差異。
13. 網際網路公司員工之「就業年資」與「對目前薪酬滿意度」呈現顯著正相關。
14. 網際網路公司員工之「就業年資」與「對未來薪酬滿意度」呈現顯著正相關。
15. 網際網路公司員工之「部門別」在「對未來薪酬滿意度」上有顯著的差異。
16. 網際網路公司員工之「部門別」在「工作投入」上有顯著的差異。
17. 網際網路公司員工之「部門別」在「離職傾向」上有顯著的差異。
18. 網際網路公司員工之「職級別」在「對未來薪酬滿意度」上有顯著的差異。
19. 網際網路公司員工之「月薪」在「對目前薪酬滿意度」上有顯著的差異。
20. 網際網路公司員工之「月薪」在「對未來薪酬滿意度」上有顯著的差異。
21. 網際網路公司員工之「月薪」與「工作投入」有顯著的差異。
22. 網際網路公司員工之「月薪」在「對目前薪酬滿意度」上有顯著的正相關。
23. 網際網路公司員工之「月薪」與「對未來薪酬滿意度」有顯著的正相關。
24. 網際網路公司員工之「月薪」與「工作投入」有顯著的正相關。
25. 網際網路公司員工之「薪酬滿意度」與「離職傾向」有顯著的負相關。
26. 網際網路公司員工之「薪酬滿意度」與「工作投入」則呈現顯著的正相關。
27. 網際網路公司員工之「對目前薪酬滿意度」與「對未來薪酬滿意度」呈現高度的正相關。
28. 網際網路公司員工之「對目前薪酬滿意度」與「離職傾向」有顯著的負相關。
29. 網際網路公司員工之「對未來薪酬滿意度」與「離職傾向」有顯著的負相關。
30. 網際網路公司員工之「對目前薪酬滿意度」與「工作投入」有顯著的正相關。
31. 網際網路公司員工之「對未來薪酬滿意度」與「工作投入」有顯著的正相關。
32. 「就業年資」對網際網路公司員工「工作投入」的程度有顯著的正向預測能力。
33. 「性別」對網際網路公司員工「工作投入」的程度有顯著的負向預測能力。
34. 「未來薪酬滿意度」對網際網路公司員工「工作投入」的程度有顯著的正向預測能力。
35. 「業務部門」對網際網路公司員工「工作投入」的程度有顯著的正向預測能力。
36. 「婚姻狀況」對網際網路公司員工「工作投入」的程度有顯著的正向預測能力。
37. 「性別」對網際網路公司員工「離職傾向」有顯著的負向預測能力。
38. 「產品企劃部門」對網際網路公司員工「離職傾向」有顯著的正向預測能力。
39. 「對目前薪酬滿意度」對網際網路公司員工「離職傾向」有顯著的正向預測能力。
40. 「行銷部門」對網際網路公司員工「離職傾向」有顯著的正向預測能力。

根據上述的研究結果，已可明顯發現網際網路產業的員工的離職傾向已開始升高，尤其從中可觀察到員工對自己的離職能力是肯定的，顯然若有機會將可能造成公司的失血，故建議應重新站穩腳步，由「虛擬」結合「實體」形成新的企業體。

另對於女性員工顯示「有較高的離職傾向，且對工作投入的程度較男性員工為高。」此現象是值得網際網路產業企業主所需注意的，因女性的特點對於較忙碌的網路職場中是有正面和緩的幫助，故企業主或專業經理人應考量是否調整工作環境、工作內容設計或管理方法，以使女性員工能發揮其才能，進而使公司受益並降低其離職傾向。

The thesis is to examine the relationship of the employees’ salary satisfaction, job involvement and turnover intention in the internet industry to know whether the degree of salary satisfaction and job involvement will affect the turnover intention of employees or not. It also examines whether the employees have different salary satisfaction for the future and how this will affect their turnover intention. The result provide the managers of the industry to draw up appropriate salary management strategy to lift the salary satisfaction and job involvement, lower the turnover intention effectively and make the companies more competitive.

Considering of the time, manpower and resources, the thesis take ten Internet companies as the samples. Effective questionnaires sent back are 108 and the effective rate is 12.9﹪. By using the statistic methods, the findings of this research indicate that:
1. The sex of the employees in the Internet industry has significant difference on “salary satisfaction for the current”.
2. The sex of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
3. The sex of the employees in the Internet industry has significant difference on “job involvement”.
4. The sex of the employees in the Internet industry has significant difference on “turnover intention”
5. Female employees of the Internet industry have obviously higher “turnover intention” than male employees.
6. The age of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
7. The marriage status of the employees in the Internet industry has significant difference on “job involvement”.
8. The current service length of the employees in the Internet industry has significant difference on “turnover intention”.
9. For the employees of the Internet industry, to appear significant negative correlations between “current service length” and “turnover intention”.
10. The working service length of the employees in the Internet industry has significant difference on “salary satisfaction for the current”.
11. The working service length of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
12. The working service length of the employees in the Internet industry has significant difference on “job involvement”.
13. For the employees of the Internet industry, to appear significant positive correlations between “working service length” and “salary satisfaction for the current”.
14. For the employees of the Internet industry, to appear significant positive correlations between “working service length” and “salary satisfaction for the future”.
15. The department of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
16. The department of the employees in the Internet industry has significant difference on “job involvement”.
17. The department of the employees in the Internet industry has significant difference on “turnover intention”.
18. The grade of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
19. The monthly salary of the employees in the Internet industry has significant difference on “salary satisfaction for the current”.
20. The monthly salary of the employees in the Internet industry has significant difference on “salary satisfaction for the future”.
21. The monthly salary of the employees in the Internet industry has significant difference on “job involvement”.
22. For the employees of the Internet industry, to appear significant positive correlations between “monthly salary” and “salary satisfaction for the current”.
23. For the employees of the Internet industry, to appear significant positive correlations between “monthly salary” and “salary satisfaction for the future”.
24. For the employees of the Internet industry, to appear significant positive correlations between “monthly salary” and “job involvement”.
25. For the employees of the Internet industry, to appear significant negative correlations between “salary satisfaction” and “turnover intention”.
26. For employee of in the Internet industry, to appear significant positive correlations between “salary satisfaction “ and “job involvement “.
27. For employee of the Internet industry, to appear high positive correlations between “salary satisfaction for the current “ and “salary satisfaction for the future“.
28. For employee of the Internet industry, to appear significant negative correlations between “salary satisfaction for the current” and “turnover intention “.
29. For employee of the Internet industry, to appear significant negative correlations between “salary satisfaction for the future” and “ turnover intention “.
30. For employee of the Internet industry, to appear significant positive correlations between “salary satisfaction for the current” and “ job involvement ”
31. For employee of the Internet industry, to appear significant positive correlations between “salary satisfaction for the future” and “ job involvement ”.
32. The “working service length” has significant positive forecast ability on job involvement.
33. The “sex” has significant negative forecast ability on job involvement.
34. “The salary satisfaction for the future” has significant positive forecast ability on job involvement.
35. The “sales department” has significant positive forecast ability on job involvement.
36. The “marital status” has significant positive forecast ability on job involvement.
37. The “sex” has significant negative forecast ability on turnover intention.
38. The “planning department” has significant positive forecast ability on turnover intention.
39. The “current salary satisfaction” has significant positive forecast ability on turnover intention.
40. The “marketing department” has significant positive forecast ability on turnover intention.

According to the above result, I can discover the turnover intention of the employees of the Internet industry is getting higher. The employees are confident of their turnover ability, which will induce company loss. Thus I suggest that Internet companies shall combine the fiction with the substantiation to form a new type of enterprise.

Furthermore, the result that the female employees have higher turnover intention but higher job involvement is worthy for proprietor of the Internet industry to pay attention to. Because the characteristics of female employees are helpful to the busy Internet working environment, the proprietor or professional managers shall consider to adjust or change the working environment, job content or management system to let female employees fully contribute their talent, lower their turnover intention and benefit the company.

目 錄
第一章 緒論
第一節 研究動機------------------------------------------------------- 1
第二節 研究問題與目的------------------------------------------------- 2

第二章 文獻探討
第一節 薪酬理論基礎--------------------------------------------------- 3
第二節 工作投入的理論基礎--------------------------------------------- 7
第三節 離職傾向的理論基礎--------------------------------------------- 10
第四節 薪酬滿意度、工作投入及離職傾向的關聯性------------------------- 14

第三章 研究方法
第一節 研究架構------------------------------------------------------- 17
第二節 研究假設------------------------------------------------------- 18
第三節 研究變數之操作性定義------------------------------------------- 22
第四節 樣本與資料收集------------------------------------------------- 26

第四章 資料分析與研究結果
第一節 基本資料分析--------------------------------------------------- 28
第二節 薪酬滿意度、工作投入及離職傾向等資料之樣本分配----------------- 33
第三節 人口統計變項在薪酬滿意度、工作投入及離職傾向上
之差異分析----------------------------------------------------- 36
第四節 薪酬滿意度、工作投入及離職傾向之相關分析----------------------- 48
第五節 人口統計變項、對目前薪酬滿意度及對未來薪酬滿意
度分別對工作投入與離職傾向之迴歸分析--------------------------- 51

第五章 結論與建議
第一節 結論----------------------------------------------------------- 55
第二節 建議----------------------------------------------------------- 61

參考文獻 --------------------------------------------------------------- 62
附錄 --------------------------------------------------------------- 66

一、 中文部份
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二、 英文部份
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