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Title:	探討職場友誼對於不同世代員工留任意願之影響-以臺北地區F人壽保險公司為例 An Analysis on the Effect of Workplace Friendship on Retention of Employees in Different Generations - A case study of F Life Insurance Company in Taipeii
Authors:	王琬筠 Wang, Wan-Yun
Contributors:	成之約王琬筠 Wang, Wan-Yun
Keywords:	職場友誼 X世代 Y世代 Z世代留任意願 Workplace Friendship Generation X Generation Y Generation Z Retention Intention
Date:	2025
Issue Date:	2025-02-04 15:57:15 (UTC+8)
Abstract:	本研究旨在探討職場友誼對於不同世代員工的留任意願的影響程度，主要以F人壽保險公司臺北地區的業務員為研究對象。透過文獻檢閱與問卷調查法，分析職場友誼對不同世代員工的留任意是否願產生正向關聯，問卷共分為四個題組，分別為職場友誼、留任意願、世代差異、職場友誼對留任意願的影響，本研究回收的問卷有效樣本數為302 份，透過問卷的統計數據分析，包括信度分析、效度分析、相關性分析、迴歸分析及差異分析，藉以驗證研究假設並揭示影響因素的多樣性。依研究統計可以得知，以職場友誼的四個構面對留任意願均有顯著的正向影響，其中友誼普遍性影響力最大，對職場友誼平均數的相關性最高。X 世代對職場友誼的重視程度較高，且對穩定性的需求更強，留任意願最高，Y 世代的數據結果介於其他兩世代的中間，顯示該世代對職場友誼的依賴性中等，而Z 世代對職場友誼的感知分歧較大，顯示年輕世代的留任意願不受職場友誼驅動，更注重其他職場條件。而差異分析為了解各項個人條件是否導致員工間職場友誼評價的顯著差異，其中顯示已婚員工對職場友誼及留任意願的評價普遍較高，推論是婚姻為他們提供了更穩定的情感基礎和人際交往能力；教育程度越高，對職場友誼及留任意願的評價越低，反映出高學歷員工對職場友誼的要求更高或更注重個人工作成就；年資超過 10 年的員工對職場友誼與留任意願的評價最高且最穩定，這反映出服務年資影響員工的人際信任累積及對組織內人際關係的滿意度。 This study aimed to explore the impact of workplace friendships on the retention intentions of employees from different generations, focusing on insurance agents in the Taipei area of F Life Insurance Company. Through literature review and questionnaire surveys, the study analyzed whether workplace friendships had a positive correlation with the retention intentions of employees across different generations. The questionnaire consisted of four sections: workplace friendships, retention intention, generational differences, and the impact of workplace friendships on retention intention. The study collected 302 valid questionnaires and conducted statistical analyses, including reliability analysis, validity analysis, correlation analysis, regression analysis, and difference analysis, were conducted to verify the research hypotheses and reveal the diversity of influencing factors. According to the research statistics, all four dimensions of workplace friendships had significant positive effects on retention intentions. Among these dimensions, the universality of friendships had the greatest influence and showed the highest correlation with the average score for workplace friendship. Generation X demonstrated a higher emphasis on workplace friendships and a stronger need for stability, resulting in the highest retention intention. Generation Y's data fell between the other two generations, indicating a moderate dependence on workplace friendships. Generation Z exhibited greater variability in their perception of workplace friendships, suggesting that younger employees' retention intention was not primarily driven by workplace friendships and may instead have been influenced by other workplace factors. The variance analysis investigated whether individual conditions led to significant differences in employees' evaluations of workplace friendships. The findings showed that married employees generally rated workplace friendships and retention intentions higher, potentially due to the emotional stability and interpersonal skills provided by marriage. Employees with higher educational levels rated workplace friendships and retention intentions lower, possibly reflecting their higher expectations for workplace friendships or greater emphasis on personal career achievements. Employees with more than 10 years of tenure provided the highest and most stable evaluations of workplace friendships and retention intentions, indicating that tenure influenced the accumulation of interpersonal trust and satisfaction with workplace relationships.
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Description:	碩士國立政治大學行政管理碩士學程 110921082
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0110921082
Data Type:	thesis
Appears in Collections:	[Master for Eminent Public Administrators] Theses

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