全球化影響之下，企業採取彈性勞動策略，無論在控制成本或人力資源策略下，企業必須擁有極大的彈性，以應對全球市場變化。近年來有許多企業採用短期性職缺之非正式人員因應，若此類人員在契約期間工作表現良好，亦可能被企業正式聘任為正職員工，而員工離職是企業在營運過程中普遍且難以避免的現象，而為能有效的留住人才，避免因人才流失而造成企業損失，是各企業組織的重要課題。吳秉恩(2002)提出，選才、用才、育才、留才、晉才，人力資源管理循環的五階段中「留才」的部分，為勞方與資方間的重要議題之一。本研究結果除了能提供後續學術研究之參考外，更可作爲企業留才之依據。
本研究探討內在滿意度構面、外在滿意度構面、升遷制度構面構面、個人生涯構面與自我瞭解構面影響典型雇用人員與非典型雇用人員之留任意願。
本研究以各行業之各職類員工為主要研究對象，有效問券為348份。研究結果顯示：
一、非典型雇用人員的工作年資與留任意願相關
二、典型雇用人員的工作滿意度與留任意願相關
三、典型雇用人員的薪資與留任意願相關

本研究依據實證研究結論，提出相關的實務管理意涵以及相關建議。

Under the impact of globalization, enterprises adopt flexible labor strategies. Whether in cost control or human resource strategies, enterprises must have great flexibility to cope with changes in the global market. In recent years, many companies have adopted informal personnel for short-term vacancies. If such personnel perform well during the contract period, they may be formally hired by the company as full-time employees. It is common and difficult for companies to leave their jobs. In order to effectively retain talents and avoid the loss of enterprises caused by the loss of talents, it is an important issue for various enterprise organizations. Talent retention is an important concept in human resource management and one of the important issues between labor and management. The results of this study can not only provide a reference for follow-up academic research, but also serve as a basis for enterprises to retain talents.
This study explores the influence of Intrinsic satisfaction, Extrinsic satisfaction, Promotion system, Personal career and Self-understanding on the willingness to stay of typical and atypical employees.
This study takes employees of various categories in various industries as the main research object, and there are 348 valid questionnaires. research shows:(1) The working experience of atypical employees is related to the willingness to stay. (2) The job satisfaction of typical employees is related to the willingness to stay. (3) The salary of typical employees is related to the willingness to stay.

Based on the conclusions of empirical research, this study puts forward relevant practical management implications and related suggestions.

論文審定書 i
論文公開授權書 ii
誌謝 iii
中文摘要 iv
Abstract v
第一章 緒論 - 1 -
第一節 研究動機 - 1 -
第二節 研究目的 2
第三節 研究流程 - 2 -
第二章 文獻探討 - 4 -
第一節 非典型聘僱 - 4 -
第二節 生涯規劃 8
第三節 留任意願 - 15 -
第四節 工作滿意度 - 16 -
第三章 研究方法 - 20 -
第一節 研究架構 - 20 -
第二節 研究假設 - 20 -
第三節 研究對象 - 20 -
第四節 研究變項及操作型定義 - 20 -
第五節 研究分析方法 - 22 -
第四章 研究結果 34
第一節 典型雇用人員與非典型雇用人員之雙變量分析 34
第二節 典型雇用人員與非典型雇用人員之多變量分析 39
第五章 研究結論及建議 43
第一節 研究結論 43
第二節 研究限制 44
參考文獻 45
第一節 中文部分 45
第二節 英文部分 48

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