1.不同的主管領導型態與薪資滿意度在員工的離職傾向上會有顯著差異。 2.不同的組織文化在員工的離職傾向上會有顯著差異。 3.不同的薪資滿意度在員工的離職傾向上呈現顯著差異。 4.不同人口統計變項的員工在離職傾向上會有所差異。 A high performance company greatly depends on the outstanding and talented persons to create the higher value-added and enhance the competitive advantage for the company. However, outstanding staffs do not always imply high performance. For the purpose of urging the talented persons to do their best jobs and achieve the goal of organizations, the managers should try to encourage staffs and improve their job satisfaction. This research emphasizes at how do leadership, organizational culture, and compensation satisfaction have effect on the Employee’s turnover behavior. In this research, we try to figure out the reason that related to employees’ satisfaction and turn over behaviors. This research adopts the quantitative questionnaire and the sample will be the branch employees of Bank A in Taipei. The valid samples are 232. After factor analysis and cluster analysis, we have the following discovery: 1. Difference of managers’ leadership and compensation satisfaction of employees contributes to significant influence on the tendency of employee’s turn over behavior. 2. Difference of organizational cultures contributes to significant influence on the tendency of employee’s turn over behavior. 3. Different levels of employee’s compensation satisfaction reveal significant influence on the tendency of employee’s turn over behavior. 4. Different employees’ demographic variables contribute to significant differences on the tendency of employee’s turn over behavior.
