隨著現代社會中科技知識的快速發展和科技產品需求的大量增加，研發人員在全球與科技相關的領域中扮演著重要角色。台灣科技製造廠商因在人力資源市場中面臨研發人員的激烈人才競爭，因而應瞭解研發人員為何入職與離職的情形，方能更好的因應這場人才戰爭。
本研究採用個案研究法，針對9位科技製造廠商的現職研發人員進行訪談，並獲得以下結論：
1.職涯發展：科技製造廠商對研發人員所提供的訓練制度不完善;內部轉調機會少。
2.升遷制度：科技製造廠商對研發人員在晉升制度上的標準不公。
3.留任意願：研發人員留任在科技製造廠商的主因是同儕間情誼及工作成就感。
4.離職傾向：研發人員離開科技製造廠商的主因是主管的管理方式、工作遇到的阻礙、資源取得受限。
最後，本研究建議科技製造廠商可增加研發人員的訓練機會，檢視研發人員的晉升、績效與回饋等機制。

With the rapid technological development and increasing global demands, R&D play a crucial role in modern society. In Taiwan, R&D need to continuously enhance their technical capabilities and product quality to meet the changing times and market needs.
The technology industry faces fierce competition in the human resource market, and if companies can’t meet the needs of R&D personnel, they may be poached by other peers, away by other competitors or consider switching jobs due to internal factors. Therefore, companies should emphasize the importance of retaining R&D and continue to improve talent development programs and internal initiatives.
This study employed a case study approach to conduct interviews with nine current research and development (R&D) personnel from technology manufacturing companies. The research findings are as follows:
1. Career Development: The internal and external training systems are inadequate, and there are limited opportunities for internal transfers.
2.Promotion System: The promotion criteria within the company lack fairness.
3.Intention to Stay: The satisfaction of working with colleagues and the sense of accomplishment in the job.
4.Turnover Intention: The tendency to leave the job is influenced by the management style of supervisors and the obstacles faced in obtaining resources for work.
Finally, this study recommends that the company should increase both internal and external training opportunities for R&D personnel, and at the smae time review the promotion system, performance and feedback mechanism for R&D personnel.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖目錄 vi
表目錄 vii
第一節　緒論 1
第一節　研究背景 1
第二節　研究目的 3
第二章　文獻探討 4
第一節　研發人員 4
第二節　留任意願 7
第三節　離職 9
第四節　研發人員相關研究 11
第三章　研究方法 14
第一節　個案研究法 14
第二節　研究對象 16
第三節　資料收集 21
第四節　資料分析 23
第四章　研究結果 24
第一節　從事研發工作的原因與工作特性 24
第二節　研發人員的職涯發展 29
第三節　對於研發工作的看法與認同 32
第四節　影響研發人員留任因素 36
第五節　影響研發人員離職的因素 39
第六節　對於公司的吸引力及競爭力看法 42
第五章　結論與建議 46
第一節　研究結論 46
第二節　研究討論 49
第三節　研究限制 50
第四節　研究建議 51
參考文獻 52

中文部分
Hargadon, A. & Sutton, R. (2002)撰，應小端譯，建立創新工廠。台北：天下遠見。
Maxwell, J. A. (1996)撰，高熏芳、林盈助、王向葵(2001)譯。質化研究設計-一種互動取向的方法。台北：心理。
王傑明(2004)。主管領導行為、工作特性、工作滿意度與離職傾向之關係研究-以高科技產業員工為例。國立成功大學企業管理研究所碩士論文。
行政院國家科學委員會編製之科技統計名詞定義手冊，2004。
余安邦(1980)。企業組織中員工離職行為之研究。國立台灣大學心理研究所碩士論文。
黃正明(2005)。研發人員人格特質對生涯發展方向選擇之影響-以資訊通訊產業為例。國立中央大學企業管理研究所碩士論文。
陳向明(2002)。社會科學質的研究。臺北市：五南。
廖志德(1995)。如何突破研發人力資源的開發與管理。台北：中國生產力中心，72-77頁。
謝美玲(2017)。工作不安全感、工作壓力與組織承諾之相關研究-以心理資本為調節變項。國立中正大學勞工關係學系碩士論文。

 
英文部分
Abelson, M.A. and Baysinger, B.D. (1984). Optimal and Dysfunctional Turnover: Toward an Organizational Level Model. The Academy of Management Review, 9, 331-341.
Dalton, D. R., & Todor, W.D. (1987). The attenuating effects of internal mobility on employee turnover: Multiple field assessments. Journal of Management, 13(4), 705-711.
Dalton, D.R., Todor, W.D. and Krackhardt, D.M. (1982). Turnover Overstated: The Functional Taxonomy, Academy of Management Review, 7, 117-123.
Genevieve, E. C. (1990). Retention: Has it obstructed nursing’s view. Nursing Administration, 14, 70-75.
Kaur, B. (2013). Mohindru, & Pankaj. (2013). Antecedents of turnover intentions: A literature review. Global Journal of Management and Business Studies, 3(10), 1219-1230.
Miller, H. E., & Katerberg, R. (1979). Evaluation of the Mobely, Horner, and Hollingsworth Model of employee turnover. Journal of Applied Psychology, 1964(5): 509-517.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological bulletin, 86(3), 493.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Patton, M. Q. (1990). Qualitative Evaluation and Research Methods. London: Sage Publications.
Price, J. L. (1977). The Study of Turnover, Iowa State University Press, Ames.
Robbins, S.P (1993). Organizational Behavior, Englewood Cliffs, NJ, Prentice-Hall International, p.602 .
Rodger W. G., Peter W. H., & Stefan G. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
Shahid, (2018). Employee intention to stay: An environment based on trust and motivation. Journal of Management Research, 10(4), 58.