由於Covid-19疫情的崛起，企業被迫改變辦公模式，混合辦公模式逐漸成為一種新趨勢。本研究旨在探討員工在混合辦公模式的態度、工作滿意度與留任意願間的關係，並檢驗工作滿意度的中介效果。研究過程採用問卷來蒐集資料，以經濟部轄下科技產業研究發展相關之財團法人為研究對象。總共收到了415份正式問卷，其中有效問卷為385份，有效回收率為92.8%。研究資料的統計分析，主要採用信效度分析、描述性統計分析、皮爾森積差相關分析、階層迴歸分析和拔靴法分析等方法。獲得主要研究結論，包括：員工的混合辦公態度和留任意願之間沒有顯著相關性；員工的工作滿意度和留任意願之間存在顯著正向關係；員工的混合辦公態度和工作滿意度之間存在顯著正向關係，此外，員工的工作滿意度在混合辦公態度和留任意願兩者關係之間也具中介作用。依據研究結果，本研究也提出相關參考建議，供有關公司在實施混合辦公時參考，並期望有助於提升其員工的工作滿意度和留任意願。

Due to the outbreak of Covid-19, companies have been forced to change their office models, and hybrid office models have gradually become a new trend. This study aims to explore the relationship between employees' attitudes towards hybrid office models, job satisfaction, and retention intentions, and to examine the mediating effect of job satisfaction. A questionnaire was used to collect data, and technology industry research and development-related foundations under the jurisdiction of the Ministry of Economic Affairs were used as the research subjects. A total of 415 formal questionnaires were received, of which 385 were valid, with an effective response rate of 92.8%. The statistical analysis of the research data mainly used methods such as reliability and validity analysis, descriptive statistics, Pearson correlation analysis, hierarchical regression analysis, and bootstrapping analysis. The main research conclusions include: there is no significant correlation between employees' attitudes towards hybrid office and retention intentions; there is a significant positive relationship between employees' job satisfaction and retention intentions; there is a significant positive relationship between employees' attitudes towards hybrid office and job satisfaction. Additionally, employees' job satisfaction also plays a mediating role in the relationship between attitudes towards hybrid office and retention intentions. Based on the research results, this study also proposes relevant reference suggestions for companies implementing hybrid office models, and hopes to help improve their employees' job satisfaction and retention intention.

何宗禧（2015）。保全人員工作滿意度對留任意願影響之研究〔未出版之碩士論文〕。國立政治大學勞工研究所。https://hdl.handle.net/11296/a33y8p
吳明隆（2011）。SPSS統計應用學習實務：問卷分析與應用統計。易習。
吳統雄（1985）。態度與行為研究的信度與效度：理論、反應、反省。民意學術專刊，夏，29-53。http://tx.liberal.ntu.edu.tw/~purplewoo/methodology/Analy-Reliability_Validity.pdf
吳鄭善明、余昕庭（2012）。專業工作人員留職意願與滿足感之研究－以星渝醫院管理顧問有限公司為例。台灣健康照顧研究，12，35-70。https://doi.org/10.29750/tjthca.201203.0003
宋佩佳（2018）。個人背景與工作滿意度之探討。全球科技管理與教育期刊，7（2），1-8。https://doi.org/10.6617/gtme.201812_7(2).0001
林信亨（2022）。「混合辦公」來臨！ 企業面對「疫常」的遠距工作模式。CEO Vision，95，16-19。https://mic.iii.org.tw/aisp/ReportS?ocid=CDOC20220103005
林昭吟、劉宜君、陳敦源、廖興中（2021）。臺灣長期照顧管理專員之工作滿意度及留任意願之影響因素分析。國家與社會，23，101-136。
林慧芝（2005）。激勵制度對留任意願影響之探討－以內部稽核人員為例〔未出版之碩士論文〕。國立中央大學人力資源管理研究所。https://hdl.handle.net/11296/2w85u7
林瓊瀛（2021）。當我們「混」在一起－疫情後的職場新常態與管理挑戰。會計研究，429，64-69。
柏映萱、林弘昌（2020）。雙因子影響證券業內勤人員留任意願之探討。科技與人力教育，7（1），73-92。https://doi.org/10.6587/jthre.202009_7(1).0004
郭迦約、鄭曜忠（2021）。我國各行業及職業類別之人員工作滿意度與留職意願關係之研究。國立金門大學學報，9（2），97-120。
陳怡君、劉廷揚（2019）。外包人員留任因素研究：交通運輸公司之個案研究。政策與人力管理，10（2），1-29。https://doi.org/10.29944/ppm.201912_10(2).0001
彭硯禧（2022）。工作壓力、工作滿意度、組織承諾與留任意願之關聯性研究–以保險業務員為例〔未出版之碩士論文〕。南臺科技大學企業管理系。https://hdl.handle.net/11296/63htv6
黃佩娟（2021年2月17日）。職場新人工作適應常見的心理因素與因應。鉅微管理顧問公司。https://reurl.cc/ymrXWy
黃昆輝、張德銳（2000）。工作滿意。教育大辭書。http://terms.naer.edu.tw/detail/1302183/
銓敘部（無日期）。政府捐助(贈)之財團法人或政府暨所屬營業、非營業基金轉投資事業彙整表。https://www.mocs.gov.tw/pages/detail.aspx?Node=1043&Page=9449&Index=3
蔡妍昕（2021）。新型冠狀病毒影響下遠距工作型態的發展對工作績效之影響—以溝通效能、工作自主性為中介變項〔未出版之碩士論文〕。淡江大學企業管理學系。https://hdl.handle.net/11296/rn87qr
蔡麗娥（2020）。臺灣食品產業雇主品牌與員工留任意願關係之研究—工作滿意度之中介效果〔未出版之碩士論文〕。國立臺灣師範大學科技應用與人力資源發展學系。https://hdl.handle.net/11296/tqwpsk
鄭怡雯（2011）。主管領導風格、員工工作滿意度與留任意願的相關研究-以某食品公司為例〔未出版之碩士論文〕。國立臺灣師範大學科技應用與人力資源發展學系。https://hdl.handle.net/11296/v2xbrn
鄭晉昌（2019）。員工離職代價知多少。104整合招募公司網頁專文。https://recruit.104.com.tw/cost-of-employee-turnover/
蕭怡欣（2021）。遠距工作文獻回顧。科技與人力教育季刊，7（3），82-96。https://doi.org/10.6587/JTHRE.202103_7(3).0004
賴偉文（2020）。後疫情時代臺灣勞動市場工作型態的轉變與困難。台灣勞工季刊，Fall（63），52-58。https://www.mol.gov.tw/2578/21000/22868/
龍立明（2017）。職場新鮮人角色壓力與留任意願之關係研究-以情緒智慧為調節變項〔未出版之碩士論文〕。國立高雄應用科技大學人力資源發展系。https://hdl.handle.net/11296/wk85ct
Aziri, B. (2011). Job satisfaction: A literature review. Management Research and Practice, 3(4), 77-86.
Bloom, N. (2021). Hybrid is the future of work. Stanford Institute for Economic Policy Research (SIEPR). https://siepr.stanford.edu/publications/policy-brief/hybrid-future-work
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), 165-218. https://doi.org/10.1093/qje/qju032
Brayfield, A. H., & Rothe, H. F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35(5), 307-311.　https://doi.org/10.1037/h0055617
Burtt, H. E. (1937). Review of job satisfaction. Journal of Applied Psychology, 21(3), 350-352. https://doi.org/10.1037/h0051616
Chandler, G. E. (1990). Retention: Has it obstructed nursing’s view? Nursing Administration Quarterly, 14(4), 70-75. https://doi.org/10.1097/00006216-199001440-00014
Cherry, K. (2021). Attitudes and behavior in psychology. Verywell Mind. https://www.verywellmind.com/attitudes-how-they-form-change-shape-behavior-2795897
Choudhury, P., Khanna, T., Makridis, C. A., & Schirmann, K. (2022, March). Is hybrid work the best of both worlds? Evidence from a field experiment. Harvard Business School Technology & Operations Management Unit Working Paper No. 22-063. https://ssrn.com/abstract=4068741
Dalton, D. R., Todor, W. D., & Krackhardt, D. M. (1982). Turnover overstated: The functional taxonomy. The Academy of Management Review, 7(1), 117-123. https://doi.org/10.2307/257256
Duxbury, L., Higgins, C., & Irving, R. (1987). Attitudes of managers and employees to telecommuting. INFOR: Information Systems and Operational Research, 25(3), 273-285. https://doi.org/10.1080/03155986.1987.11732043
Fatima, H. (2011). Does employee retention affect organizational competence? Industrial Engineering Letters, 1(1), 24-39.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18(3), 382-388. https://doi.org/10.2307/3150980
Fowell T. (2022, May 11). What is hybrid work and why do employees want it? (Blog). Envoy. https://envoy.com/blog/what-is-a-hybrid-work-model
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170. https://doi.org/10.1037/h0076546
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis (5th ed.). Macmillan.
Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76(4), 408-420.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. John Wiley & Sons.
Hoppock, R. (1937). Job satisfaction of psychologists. Journal of Applied Psychology, 21(3), 300-303. https://doi.org/10.1037/h0057579
International Labour Organization. (2020). An employers' guide on working from home in response to the outbreak of COVID-19. https://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---act_emp/documents/publication/wcms_745024.pdf.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610. https://doi.org/10.1177/001316447003000308
Lawler, E. E., & Porter, L. W. (1967). The effect of performance on job satisfaction. Industrial Relations, 7(1), 20-28. https://doi.org/10.1111/j.1468-232X.1967.tb01060.x
Microsoft (2021a). The new future of work: Research from Microsoft into the pandemic’s impact on work practices. https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work
Microsoft (2021b). Transitioning Asia-Pacific to a new normal of work. https://reurl.cc/RvevY9
Microsoft (2021c). The next great disruption is hybrid work - Are we read? Work trend index: Annual report. https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247. https://doi.org/10.1016/0001-8791(79)90072-1
Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228-247. https://doi.org/10.1177/1534484318812159
Nilles, J. M. (1988). Traffic reduction by telecommuting: A status review and selected bibliography. Transportation Research Part A: General, 22(4), 301-317. https://doi.org/https://doi.org/10.1016/0191-2607(88)90008-8
Raghuram, S., Garud, R., Wiesenfeld, B., & Gupta, V. (2001). Factors contributing to virtual work adjustment. Journal of Management, 27(3), 383-405. https://doi.org/10.1177/014920630102700309
Rezwan, R. B., & Takahashi, Y. (2022). Retention intention: Does having a proactive personality matter? Personnel Review, 51(2), 528-542. https://doi.org/10.1108/PR-02-2020-0073
Robbins, S. P. (2002). Organizational behavior: Concepts, controversies and applications. Prentice Hall.
Robie, C., Ryan, A. M., Schmieder, R. A., Parra, L. F., & Smith, P. C. (1998). The relation between job level and job satisfaction. Group & Organization Management, 23(4), 470-495. https://doi.org/10.1177/1059601198234007
Silva-C, A., Montoya R, I.A., & Valencia A. J.A. (2019). The attitude of managers toward telework, why is it so difficult to adopt it in organizations? Technology in Society, 59, 101-133. https://doi.org/10.1016/j.techsoc.2019.04.009
Sluyter, G., & Mukherjee, A. (1986). Validation of a job satisfaction instrument for residential-care employees. Mental Retardation, 24, 223-227.
Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Rand McNally.
Sousa-Poza, A., & Sousa-Poza, A. A. (2000). Taking another look at the gender/job-satisfaction paradox. Kyklos, 53(2), 135-152. https://doi.org/10.1111/1467-6435.00114
Weiss, D. J., Dawis, R. V., & England, G. W. (1967). Manual for the Minnesota satisfaction questionnaire. Minnesota Studies in Vocational Rehabilitation, 22, 120-120.