企業要了解員工的離職原因，常見的做法是與離職員工進行離職面談。企業若能善用離職面談，將可從離職員工那獲得寶貴的回饋；讓離職不僅是與離職員工間關係的結束，更是對於自身學習和改進的開始。但在現有研究文獻中，相較於離職研究的多如牛毛，離職面談的研究則是寥寥無幾。
本研究採用質性研究法中的訪談法，訪談了8位來自不同產業的人力資源人員(HR)，收集了離職面談流程的相關資料。
本研究結果首先歸納出啟動、準備、實施及後續行動等離職面談流程的面向，另外也發現，離職面談對受訪者的個人效益以及組織效益。
最後，本研究對離職面談的各流程面向以及結果進行討論及建議，提供未來研究者在離職面談可以有更深入的探究。

Exit interviews are a common practice for companies to understand the reasons behind employee turnover. By effectively leveraging exit interviews, companies can gain valuable insights from former employees, transforming terminations into opportunities for learning and improvement. While research on employee turnover is extensive, studies specifically examining exit interviews are relatively few.
This qualitative study employed in-depth interviews with eight HR professionals from various industries to collect data on exit interview processes.
The findings of this research initially categorize the dimensions of the exit interview process into initiation, preparation, implementation, and follow-up actions. Furthermore, it is discovered that exit interviews yield personal benefits for interviewees and organizational benefits.
Finally, this research delves into the various process aspects and outcomes of exit interviews, offering recommendations for future studies to explore this topic in greater depth.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第一章　緒論 1
第一節 研究背景 1
第二節 研究目的 4
第二章　文獻回顧 5
第一節 離職 5
第二節 面談 12
第三節 離職面談 17
第四節 離職面談的文獻 21
第三章　研究方法 23
第一節 質性研究法 23
第二節 研究對象 25
第三節 資料收集 26
第四節 資料分析 29
第四章　結果分析 30
第一節 離職面談的啟動 30
第二節 離職面談前的準備 36
第三節 離職面談的實際進行 41
第四節 離職面談的後續行動 47
第五節 離職面談的效益 54
第五章　討論與建議 58
第一節 研究結論 58
第二節 研究討論 61
第三節 研究限制 63
第四節 研究建議 64
參考文獻 66
圖次
圖 2-1 Mobley(1977)離職模型圖 6
圖 2-2 Price (2001)離職傾向模型 8
圖 2-3 Judge 與 Kammeyer-Mueller (2022)自願離職的原因 10
圖 3-1 員工離職流程圖 26
圖 5-1 離職面談的作業流程圖 60
表次
表 3-1 受訪者基本資料 25

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