對於人力資源管理來說，招募及甄選是一切的基礎，優秀的人力能提升企業的整體效益，但對於人員的甄選均存在風險，企業用錯人，並須承擔些許損失。因此，離職員工再僱用便成了許多企業值得投入的招募管道之一。它不僅節省了公司在招募的成本，還節省了適應的時間、訓練的成本，另外，企業還可避免員工因不適應而離職，進而再重新招募的風險成本。本研究收集了不同產業離職員工再僱用的相關資料為實證對象，總樣本數為27家企業，231個樣本，探討離職員工再僱用之薪資、職位及年資是否較第一次任用時為佳、間隔時間的任職情形是否會影響再僱用的薪資及職位，另外，探討再回來原因是否會影響再僱用的薪資及職位。
研究結果顯示，離職員工再僱用其員工之薪資待遇、任用職位均較第一次任用時為高，而員工之任職年資也較第一次任用時為長，員工間隔時間若有任職其他公司，其員工之薪資待遇較第一次任用時高，員工間隔期間愈久，再僱用之薪資待遇及職位則愈高，另外，若員工再回來原因為公司邀請，則員工再僱用的薪資待遇及職位均較第一次任用時高。
最後，本研究針對研究限制，未來的研究方向及對企業之建議，提出具體而簡短的說明。

The recruit and the selection is the foundation of all the Human Resource Management. Quality Human Resource can increase the total benefits of the enterprise. However, the risk exists in all the selections of the employees. The enterprise must bear some losses if they hire an unsuitable new employee. Therefore, rehire become one of the recruit channels. This channel is worthwhile for many enterprises to adopt. It is not only save recruit cost, but also the during time of new employee adapt company culture and training cost. The other hand, the enterprise can avoid the resignation of new employee because of adapt not very well. It avoid the risk and cost of recruit again. This research collected the relevant information about the ex-employees to be employed again in different industries. The total samples are 231 pieces from 27 enterprises. The research probes:
(1) Compared with the 1st employment have rehire employees get higher salaries and position, and work for their company longer ?
(2) Will the working experience in the period of leaving of the rehire have higher salaries and positions ?
(3) Will the different reason of reemployee of the rehire have different salary and position ?

The result shows that the rehire’s salary and position are higher than their 1st employment, and work their company longer than their 1st employment. If the rehire working during their leaving period, their salary are better than their 1st employment. The longer the leaving period is, the higher the salary and position are on their rehire. If the company reemployee the rehire initatively, their salary and position will higher than 1st employment.

Finally, this research makes a concise and brief explanation to the research limitation, the future research direction and the suggestion to enterprises.

Key words: rehire of ex-employee, recruit channel, performance and salary.

第一章 緒論
第一節 研究背景及動機………………………………………………1
第二節 研究目的………………………………………………………2

第二章 文獻探討
第一節 招募及甄選……………………………………………………3
第二節 離職員工再僱用………………………………………………6

第三章 研究方法
第一節 研究對象………………………………………………………10
第二節 變項界定………………………………………………………13
第三節 資料分析方法…………………………………………………19

第四章 結果分析
第一節 員工再僱用之任用相關情形…………………………………20
第二節 員工第一次離職與再僱用時的績效、薪資及年資之比較…23
第三節 間隔期間任職情形對再僱用時的薪資、職位之影響………24
第四節 回來原因對再僱用時的薪資、職位之影響…………………28

第五章 討論與建議
第一節 結果討論………………………………………………………29
第二節 研究限制………………………………………………………31
第三節 建議……………………………………………………………32

參考文獻……………………………………………………………………36
附錄一………………………………………………………………………37
附錄二………………………………………………………………………42

中文部份
Lazear E.P.,(1998).徐聯恩譯(2001)，人力資源管理。台北：五南

西文部份
Barber, A.E.(1998). Recruiting employees. Individual and organization perpective. Sage Publications.
Gannon,M.J.(1971). Sources of referral and employee turnover. Journal of Applied Psychology,55, 226-228
Taylor, M. S., & Schmidt, D. W.(1983). A process-oriented investigation of recruitment source effectiveness. Personnel Psychology,36, 343-354