每一年度報章雜誌總會選出夢幻企業，表達其對於人才吸引能力。然而身在夢幻企業的員工，卻常常有離職的現象。本研究目的在於探討為什麼在這些人人稱羨企業的服務者，依然會產生離職的意圖。傳統討論離職意圖，會從職涯發展觀點以及激勵理論觀點分別進行討論，本研究試圖結合兩種觀點進行分析。
本研究採用質性研究設計，選擇出四位已經離職或是提出多次離職要求的員工進行訪談，了解其實際工作場域、對於人生的未來發展方向和其離職意圖是否有關係？結果發現在這些明星企業當中員工離職原因，可以分為以下兩點加以論述。以下是本研究發現：
(1) 員工離職的原因其一是關乎工作場域的問題，分別是工作本身的公平性、團隊溝通、個人家庭與健康因素、缺乏支持與訓練系統。
(2) 員工對於自己未來角度去思考，比如他們對於自己未來工作的設想等。
綜上所述，不管從激勵觀點或職涯觀點，對於問題都只能提供部分的解釋能力。事實上，把這兩種觀點綜合來看的時，會有更強的解釋能力。把研究結果帶回到個案A公司來看，即便是報章雜誌當中，人人稱羨、年輕人最想去公司之一，確實還是會有需多人想要離開公司。

Every year, the media highlights top companies and dream jobs to attract talented individuals. However, it's not uncommon for employees of these companies to quit after investing significant effort. This research aims to identify the possible reasons why employees of top companies may consider quitting. Traditionally, discussions about employee intent to quit start from the perspectives of career development or incentive theory. This study aims to combine both perspectives for a comprehensive analysis.
Using a qualitative research design, we interviewed four individuals who either quit their jobs or made multiple requests to quit. Our goal was to understand how their actual working environment, their direction for future development, and their intent to quit are related. Our research found that there are primarily two reasons for employees to quit their jobs. Firstly, employees quit because of their working environment, which includes job fairness, team communication, personal health or family issues, and a lack of support and training systems. Secondly, employees quit due to their perspective on their future development, such as their vision for career growth.
In conclusion, analyzing employee intent to quit from either the perspective of incentive theory or career development alone provides a partial explanation for resignation. Combining both perspectives leads to stronger explanations. Our research results on Company A demonstrate that even among top companies and dream jobs most desired by young people according to the media, many employees still want to leave.

目 錄
論文審定書…………………………………………………………… i
致謝…………………………………………………………………… ii
中文摘要………………………………………………………….….. iii
英文摘要………………………………………..……………………. iv
第 一 章 前 言………………………………………………… 1
1.1研究背景與動機………………………………………………. 1
1.2研究的目的與問題……………………………………………. 1
1.3本文章節安排…....……………………………………………. 2
第 二 章 文 獻 探 討………………………………………………… 3
2.1職涯的觀點……………………………………………………. 3
2.2激勵理論的觀點………………………………………………. 6
第 三 章 研 究 方 法………………………………………………10
3.1研究方法選擇與方向確立……………….… . ………….…. 10
3.2研究資料來源………….……………………………………. 11
3.2.1研究場域………………………….………….11
3.2.2 研究面談方式和對象………………………..12
3.2.3 研究資料分析方法…………………………..13
3.2.3.1資料搜集方式………………………13
3.2.3.2提問分析……………………………14
3.2.3.3編碼方式……………………………15
3.3研究品質到達……………………..…………………………. 16
3.3.1真實性………………………………………….16
3.3.2批判性………………………………………….17
3.3.3合理性………………………………………….17

第 四 章 個 案 背 景故 事……………………………………………… 18

第 五 章 研 究 發 現………………………………………….………… 22
5.1工作本身…………………………………………………. 22
5.1.1資淺工程師………………………………………..22
5.1.2資深工程師………………………………………..25
5.2個人福祉……………………….…………………………. 27
5.2.1資淺工程師………………………………………..27
5.2.2資深工程師………………………………………..28
5.3未來前景…………………………………………………. 30
5.3.1資淺工程師………………………………………..30
5.3.2資深工程師………………………………………..33
5.4小結…………………………………………………. 35

第 六 章 研究結論 ……………………………………………….. 37
6.1對企業的建議………………………………………. 38
6.2對於未來想加入者的建議……….………………….40
6.3研究限制與研究建議………………………………. 42
6.3.1研究限制…………………………….42
6.3.2研究建議….…………………………43
參考文獻………………………………………………………….…… 44





圖 次
圖1 激勵保健因子圖…………………………………………………………… 7
圖2 離職成因整理圖……………………………………………………………36

表 次
表1 激勵保健因子舉例表………………………………………………………8
表2 近期雙因子理論研究整理…………………………………………………9
表3 工程師簡介…………………………………………………………………13
表4 資料編碼範例………………………………………………………………15

參考文獻
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中文部分
蕭瑞麟。 (2020) 。 不用數字的研究: 質性研究的思辯脈絡。五南圖書出版股份有限公司。
葉卉軒（2023，3 月 1 日）。九年級生心目中的夢幻企業 台積電、國泰金、長榮稱霸。經濟日報。https://money.udn.com/money/story/5612/7000688