面臨知識經濟時代的來臨以及競爭日益激烈的環境，人在企業中所扮演的角色與所佔的份量亦益發重要。人才是企業競爭力的來源，也是企業在競爭中致勝的關鍵。因此，如何招募並留用人才，讓其發揮才能，提升組織績效，增強企業競爭力，已成為企業在經營管理上刻不容緩的課題。
　　本研究主要就大環境的影響下，企業為求生存而採用對員工衝擊最大的組織精簡方案對員工留任因素造成的影響，進而探討於組織精簡後如何規劃因應的留才方案。除了以往慣用或者是業界熟知的財務性獎酬方式外，因為組織精簡對組織文化以及留任員工的心理影響增添了許多不確定性與複雜性，本研究以個案研究法探究個案公司在經歷兩次人才流失階段採用的留才方案歸納出非財務性獎酬的關鍵留才因素，以提供組織精簡後的留才方案建議。

一、中文部份
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李文瑞、陳律睿、陳詳衡、王香樺、閻豪澤，2009，「中國大陸員工離職傾向影響因素之探討」，2009經貿與管理學術研討會。
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孫本初、葉雅倩，1996，「組織精簡對於留任員工組織行為影響之研究」，人事月刊，23(2): 26-38。
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張景亮，1994，「企業精簡與負性工作行為之關係研究」，中國文化大學商學院國際企業管理研究所碩士論文。
張肇宏， 2000，「組織精簡策略對留任員工組織行為影響之相關性研究」，靜宜大學企業管理研究所碩士論文。
曹國雄，1991，「員工流動原因之探討－以女性作業員為例」，人力資源學報，創刊號：45-58。
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陳聰乾，1998，「薪酬制度、領導型態與汽車駕駛教練離職傾向之相關研究」，東海大學工業工程學研究所碩士論文。
陳耀茂，1977，「技術人員生產力與薪酬制度之關係，台北工業技術研究院金屬工業研究所」：85~86。
曾詩穎，1998，「員工之薪資福利滿意度對企業績效影響之研究—以美、日、中電子資訊業為例」，中國文化大學國企所碩士論文。
詹明乾，2000，「臺、菲、泰基層員工之激勵制度對工作滿足之影響研究」，中國文化大學國際企業管理研究所碩士論文。
詹益統，1996，「個人屬性、人格特質與內滋激勵和外附激勵關聯性之研究-以
交通部數據通信所員工為例」，國立交通大學管理科學研究所碩士論文。
蔡玲玉，1989，「薪資管理與勞資關係氣氛之研究」，政大企研所碩士論文。
諸承明，1995，「薪資設計要素與組織效能關係之研究—以組織特性與任務特性為情境變數」，國立台灣大學商學研究所博士論文。
諸承明、戚樹誠、李長貴，1996，「薪資設計文獻回顧與評論—建立『薪資設計四要素模式」，人力資源管理學報，台北，中華民國人力資源發展協會，6：57~86。
鄭性義，2004，「激勵制度與員工行為相互關係之探討~以中華電信鳳山營運處
為例」，義守大學管理科學研究所碩士論文。
劉芳君，2002，「組織人力精簡對留任員工之態度和行為及組織績效關係之研究」，國立中山大學人力資源管理研究所碩士論文。
劉鳳珍，2006，「快樂，比高薪更重要」，Cheers雜誌，73。

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