The Effects of Enhancing Work-Life Balance on the Employee Retention – A Case Study of P Company

• Main Authors: Chiu, Hui-Yu, 邱惠鈺
• Other Authors: Chen, Pei-Hua
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/92dhvm

碩士 === 國立交通大學 === 管理學院管理科學學程 === 105 === Due to the evolution of the consumption market and the change of the consumer’s behavior, more and more industries are changing the management direction and model. While the innovated philosophy or technologies are introduced to the market, more competitors enter the market and have great impact on the current market players. Such situation also examines the practice of the enterprise management strategies. Therefore, the drawing over of talented personnel becomes the first priority of the business. When the employees have more options about their work and the importance of the talented personnel to the business, the movement of talent employees would become the most importance factor to whether the business could last or not. Hence, the management of company P expects to reduce the problem of losing talented personnel by introducing the new management strategy: enhancing the employee’s work-life balance. This research is taking the stand of the full-time employees by questionnaire method, to analyze the relationships among the measure from Department of Labor to promote the work-life balance, all the factors in work-life balance, and the employee retention. The results are described as below. 1.The employees in company P believe that the company encourages its employees to learn and grow place the highest importance on work-life measures. Flexible work hour arrangement, friendly maternity protection, and medical consulting services are listed as the second importance. 2.Work-life balance has major effects on the willingness of retention and satisfaction of work and career. The most importance variable is the support of colleague, conflict of values, the occupational gap between learning and applying, and the inconsistency of expectation. 3.Establish the salary adjustments mechanism in human resources to increase the willingness of talented employee retention. 4.Prioritize all the factors affecting the work-life balance to increase the satisfaction of the work and career.