本研究針對「已離職的晶圓工廠工程師或主管」進行問卷收集，進一步對「優秀人才與一般人才」進行分類，且以是否回任原公司來探知離職人員真實的想法或目前面臨的問題，預測員工離職後可能面對的問題，提供企業針對留才做方案上優先順序的決策；也提供員工在離職前預判未來可能面對的問題。分析107份問卷發現，不分人才種類時，離職原因最重要前3項依序為：文化及氣氛不佳、負荷壓力、個人家庭因素；新工作不願回任原公司主要原因依序為：新工作負荷降低、已習慣目前新工作、新同事相處融洽。大多數員工不願意回任原公司且對當初離職的晶圓工廠仍帶有討厭情緒，但僅3%員工認為當初晶圓工廠的經驗對他的人生沒有什麼幫助。優秀人才離職後，留在半導體相關產業比例高於一般人才，留在大型公司或知名公司的比例也高於一般人才，但無工作比例也較高。迴歸分析發現優秀人才對晶圓工廠離職後的工作適應上較一般人才弱，但對前公司的情緒不滿則強於一般人才。

This study collected questionnaires on "the former engineers or junior managers from the fab, further classifies "excellent and general talents”, and whether to return to discover the former employees' thoughts or problems and predict possible issues. That provides enterprises with a priority decision-making plan for talent retention; it also provides employees with a prediction of the problems they may face before their resignation.
Analysis of the 107 questionnaires found that, regardless of the type of talent, the top three reasons for resignation are: poor culture and atmosphere, loading and pressure, and personal and family factors; The main reasons for not returning are: reduced workload, getting used to the current job, getting along well with colleagues. Most employees are unwilling to return to the fab factory where they left and still with dislike emotions, but only 3% of employees disagree that the fab experience do help them in their life. After resignation, excellent talents have a higher level of staying in semiconductor-related industries than general talents, and staying in large or well-known companies is higher. However, the level of no jobs is also higher. Regression analysis found that excellent talents are weaker than general talents in adapting to the job after leaving the fab. They are more dissatisfied with the former company than general talents.

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