觀光產業在世界各地蓬勃發展，除了創造企業營收外，企業內部人才留任更相對重要。本研究目的在找出能增進留任意願的關鍵因子，除探討眾所皆知的薪資滿意度之外，尚有同事支持所扮演的角色。同事支持可分為實質性及情緒性，兩者將在薪資與留任意願的關係中，產生不同層面的影響；而留任意願也同時受員工的性別、年齡、婚姻狀況、職等、部門等變數影響，其中年齡、年資、職等對留任意願有顯著相關。本研究之樣本取自台灣五星級飯店之前場員工，第一階段以30份預試問卷做信度分析，採用階層迴歸分析，結果顯示不只薪資滿意度對留任意願有正向顯著影響，同時，同事支持也被發現是薪資以外仍具促進留任意願的關鍵因子，可分為實質性同事支持與情緒性同事支持，兩者對對留任意願是直接的正面影響，而不僅是調節效果，由此證實，未來企業能針對此方向改善職場領導模式，建立穩固根基。 Employees are considered as important assets in the hospitality industry, good retention of quality employees has become critical issue for the human resource management. This study is aimed to find the moderating factor to alleviate the influence of salary satisfaction on the retention rate. Co-worker support can be divided into two dimensions-instrumental support and emotional support. Both of them had different influence on salary satisfaction and employee retention intention. The retention intention might be affected by organizational culture, gender, working status of the employees. Participants in this study were full-time front line employees from five-star hotels in Taiwan. Results from hierarchical regression analysis indicated that the co-worker instrumental and emotional support had direct effect on employee retention intention, yet not moderation effect. It revealed that employee retention cannot be achieved only by money, coworker support was an important factor. It suggests that the enterprises should improve the workplace atmosphere in the direction of team support for a solid foundation in order to maintain quality work force.
