在後疫情時代，企業在高科技產業面臨了眾多新挑戰和變革。疫情的衝擊和市場的不確定性促使企業必須更具靈活性和敏捷性，以應對變化，以確保競爭力和運營效率。企業不僅需要應對環境的變遷，更應朝向建立一個關懷員工幸福的企業發展模式。這種時勢下，本研究旨在透過高層理論，深入探討員工流動率對高階管理團隊組成與組織績效之間的中介關係。隨著企業環境的不斷演變中，員工流動率被視為一項影響高階管理團隊結構和組織績效的關鍵因素。透過探討這些變數之間的複雜交互作用。本研究以上市櫃的被動元件相關企業公開之字及資料做為資料來源，並運用SPSS與Mplus進行分析，研究結果發現，TMT平均年資與員工流動率具負向關係；TMT異動次數與員工流動率具正向關係；員工流動率與組織績效具正向關係；員工流動率分別在TMT平均年資與TMT異動次數與組織績效發揮中介效果。最後，本研究依據研究實證結果提出管理意涵，為未來的研究提供有益的參考依據。

In the post-pandemic era, enterprises in the high-tech industry are confronted with numerous new challenges and changes. The impact of the pandemic and market uncertainties compels companies to be more agile and flexibility, ensuring competitiveness and operational efficiency. Enterprises not only need to respond to environmental changes but also need to transition towards establishing a model of business development that prioritizes employee well-being. In this context, this study aims to delve into the intricate relationship between employee turnover, top management team (TMT) heterogeneity, and organizational performance through the lens of Upper Echelons Theory. Amidst the continuous evolution of the business environment, employee turnover is considered a crucial factor influencing the structure of top management teams and organizational performance. By exploring the complex interactions between these variables. The study utilized publicly available data from listed companies in the passive component industry, employing SPSS and Mplus for analyses. The findings revealed a negative relationship between TMT average tenure and employee turnover, a positive relationship between TMT turnover frequency and employee turnover rate, a positive association between employee turnover and organizational performance, and mediating effects of employee turnover rate in the relationships between TMT average tenure, TMT turnover frequency, and organizational performance. In conclusion, this study presents managerial implications based on empirical results and provides valuable insights for future research endeavors.

目 次
審定書 i
摘 要 ii
Abstract iii
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 高階管理團隊 6
第二節 TMT組成與組織績效的關聯性 9
第三節 TMT組成與員工流動率的關聯性 15
第四節 員工流動率與組織績效的關聯性 18
第五節 TMT組成、員工流動率與組織績效的關聯性 19
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 研究變數衡量定義 22
第四節 研究樣本 26
第五節 資料分析 29
第四章 研究結果 30
第一節 各變項相關係數分析 30
第二節 TMT組成、員工流動率與組織績效間的中介效果之路徑分析 32
第五章 討論與建議 36
第一節 研究結果與討論 36
第二節 管理意涵 40
第三節 研究限制與未來研究建議 43
參考文獻 44
一、英文部分 44
二、中文部分 49

 
圖 次
圖3-1 研究架構 20
圖4-1 中介模式之路徑分析 32

 
表 次
表3-1 TMT組成及公司相關資料 28
表4-1 各變項間的敘述統計以及相關係數之矩陣 31
表4-2 中介模式整體適配度指標一覽表 32
表4-3 中介模式的直接效果之標準化係數以及顯著性 33
表5-1 研究假設與驗證分析結果彙整 39

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