雇主品牌是影響公司員工是否持續留任或在同產業競爭中可否成功取得求職者或潛在轉職者認同之重要因素。針對雇主品牌的研究雖較前幾年增多，然與國外期刊論文相較下，國內相關研究之質量仍尚不足，且以半導體及光電產業為研究對象探討雇主品牌、留職意圖與知識分享關係之研究更是少見。有鑑於此，本研究以半導體及光電產業從業人員為對象，進行雇主品牌、留職意圖、知識分享之間的關聯性研究，並以知覺利害關係人重要性及員工幸福感為調節變項做探討，進而提供高科技產業人力資源實務管理之參考。

本研究高科技製造產業從業人員為對象，總共發放500份問卷，回收有效問卷為429份（有效回收率85.8%），以驗證上述變項之間關係，本研究運用SPSS軟體進行資料統計分析，以迴歸分析對研究假設進行驗證，並以線性結構模式佐證整體模式的配適度。分析結果發現：(一) 雇主品牌正向影響留職意圖。 (二) 雇主品牌正向影響知識分享。(三) 留職意圖正向影響知識分享。(四) 留職意圖在雇主品牌及知識分享之間具有中介效果。(五) 知覺利害關係人重要性在雇主品牌與留職意圖之間具有調節效果。(六) 員工幸福感在留職意圖與知識分享之間調節效果不顯著。根據分析結果，本研究進一步探討管理意涵、研究限制、未來研究建議。

Employer brand is an important factor that affects whether employees continue to stay in the company or whether potential job seekers identify themselves with the company. However, compared with the foreign journals, the quality and quantity of domestic studies are still insufficient. Especially few studies investigated the relationships among the employer branding, intention to stay, knowledge sharing, perceived stakeholder importance, employee well-being in the semiconductor and optoelectronic industry. In view of this, this study is aimed at the semiconductor and optoelectronic industry practitioners to investigate the relationship between the employer brand, the intention to stay and knowledge sharing and discusses the perceived stakeholder importance and the employee well-being. This study results can be a good reference to high-tech industry human resources management.

A total of 500 questionnaires were distributed and 429 questionnaires were collected, indicating overall valid response rate is 85.8%. The valid sample verified the relationship between the above-mentioned variables. The results showed: (1) Employer brand positively has a positive impact on the intention to stay. (2) Employer brand has a positive impact on knowledge sharing. (3) The intention to stay has a positive impact on knowledge sharing. (4) The intention to stay mediates the relationship between employer brand and knowledge sharing. (5) The perceived stakeholder importance moderates the relationship between employer brand and intention to stay. (6) Employee well-being moderates the relationship between the intention to stay and knowledge sharing. Based on the analytical results, this study further explores the managerial implication, research limitations, and future research suggestion.

誌謝辭 i
中文摘要 ii
ABSTRACT iii
目次 iv
表次 vi
圖次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 雇主品牌 6
第二節 留職意圖 14
第三節 知識分享 22
第四節 知覺利害關係人重要性 31
第五節 員工幸福感 37
第六節 研究假設發展 42
第三章 研究方法 50
第一節 研究架構與假設 50
第二節 研究對象與資料蒐集 51
第三節 研究變項的操作型定義與測量工具 51
第四節 資料分析方法 57
第五節 衡量模式分析結果 60
第六節 信度分析 74
第四章 研究結果 75
第一節 樣本敘述性統計分析 75
第二節 相關分析 77
第三節 結構方程分析 79
第四節 迴歸分析 82
第五章 結論與建議 84
第一節 結論 84
第二節 管理意涵 86
第三節 研究貢獻 89
第四節 研究限制與未來研究方向 91
參考文獻 92
附錄 問卷 106

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