面臨網路普及化的提升，各行各業已經開始大量使用網路作為媒介或生財的工具，相較於實體教學的方式受限於時間與空間的要求，網路學習平台的來臨，除了解決這些問題，更帶來新一波的商機與浪潮。台灣的教學機構也不例外，透過網路的力量，為網路教學機構提供了眾多的外籍英語教師，以自營的平台，搭配教材與學生的參與，形成了新的學習風潮。
本研究主要探討以此平台教學的網路英語教師，其新進教師留任率過低的原因，造成了哪些問題，以及教學機構因應的策略與計畫。
我們以教師工作滿意的三因子理論為基礎，探究網路教師在保健因子、激勵因子以及學校基本因子三方面的控制能力，找出控制程度低的影響項目例如警告信過多、不願以低姿態迎合學生、不願被評分、授課時間少、賺不到足夠的錢、同事間溝通少、專業能力成長機會少、並非一對一的關係、學生要能主動告知、領導風格不易更改、績效領導不易認同、忠誠度低、鮮少參與決策、缺少經營非正式管道等，這些容易造成工作不滿足，直接影響新進教師的留任率。
對於因應的方式，分別在個人特質、認同網路教學制度、鼓勵全職工作、專業技能展現、學生與教師之間的橋樑、鼓勵高分、工作承諾、信任關係等方面提出策略，這些策略的調整與改變，會直接操作在制度的實踐上，我們認為，這樣的改變是為了讓往後的路走的更遠的必經過程，畢竟企業的成功不是單單只有看到績效而已，人才是最大的資產，宣傳這樣的理念，讓認同的人共同努力，將會一步一步走的更穩更美好！

Faced with the popularization of the network upgrade, a lot of businesses have started making money using the Internet as a medium or a tool. Compared to the way physical education is limited in time and space requirements, the advent of online learning platform not only solving these problems , but also bring a new wave of business opportunities. Taiwan's educational institutions are also using the power of the network to provide a number of foreign English teachers to self-platform, working with teaching materials and student participation, the formation of a new learning trend is arrived.
This study focused on the new English teachers of the platform, with the low retention rates, which caused problems, and how to take corresponded strategies and plans
We have three factors of teacher job satisfaction theory, explore the teachers in the Hygiene factor, the Motivators factor, and the School based factor in three areas to identify the impact of the low degree of control items such as warning letters too many, do not want a low profile meet the students, do not want to be graded, less teaching time, earn less money, less communication between colleagues, fewer opportunities for growth, not one to one relationship with student, students can take the initiative to inform, not easy to change leadership style, performance-based leadership not easy to recognize, loyalty is low, rarely participate in decision-making, lack of informal channels, which does not meet the work likely to cause a direct impact on the retention rate of new teachers
The way of coping, respectively, in personal characteristics, identity online teaching system, encourage full-time job, professional skills to deliver, a bridge between students and teachers, to encourage high scores, work commitment, trust and other aspects of strategy, adjustments and changing of these policies will directly operate the system in practice. We believe that this change is to allow the road to go further back to go through the process of business success, after all, not just only to see the performance, talent is the biggest assets to promote this concept, so that people who agree to work together step by step will be more stable and better!

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