個案公司在快速發展策略下，對外招募大量人才，公司在有良好的企業形象具有招募優勢，可惜職人數多。因此本研究欲探討連鎖餐飲業人員離職原因。本研究先針對領導、組織承諾、教育訓練等相關概念進行研討，再從研究資料進行理論的推導與驗證，呈現員工離職的可能因素，研究結果發現員工為學習及適應組織的過程，表現主動積極，但遇到組織文化及管理因素，自我調適不足而選擇離職，工作內容繁雜是影響離職原因之一，加上公司對於營運幹部之職涯規劃至店經理職位未有明確的時程，也是影響離職原因之一。 本研究主要在於探討連鎖餐飲業工作人員離職率之探討，目的是希望能了解餐飲業人員離職之原因，從中獲得重要資訊並提供相關改善對策與建議，以利提供企業主作為人力資源與經營管理之參考，進而降低離職率。 This research focus on the F Company in Taiwan. This company, on the strategy to rapidly expand, recruits a lot of talented people by its positive image, but there are lots of crews leaving at the same time. As a result, this research would investigate the reasons why so many staffs leaving in the chain restaurant industry. Firstly, this research will survey the concept of leadership, organization commitment, education, training and so on. Secondly, from the big data mining, I will show the potential reasons why they leave. For example, the crews show actively in job training, but they may still quit due to the organization culture or inflexible management, such as miscellaneous daily affairs, and uncertain future job planning from the frontline operator to the manager. Finally, this research will so deeply explore the reasons why crews leave that we could find the solutions for lowering the rate of leaving in enterprise management.
