自國立大學得以校務基金自行進用工作人員以填補行政人力缺口，隨著他們的重要性及人數日漸增加，如何選才與留才也成了人事單位需要去正視的課題。本研究係以國立大學校務基金進用之工作人員為研究對象，探討個人環境適配、獎酬制度，對於離職傾向之影響，其中個人環境適配分為個人工作適配、個人組織適配、個人主管適配以及個人群體適配等四個子構面，而獎酬制度則分為財務性報酬、認可性報酬以及社會性報酬等三個子構面。研究以個人環境適配與獎酬制度作為前置變項，並以離職傾向作為結果變項，來進行相關研究。
本研究排除部分工時、日薪制以及時薪制員工，僅針對支領月薪制之全時工作人員。研究採線上數位問卷方式進行調查，透過電子郵件發送問卷連結給研究對象填寫。以便利取樣的抽樣方式進行問卷調查，總計共發放3325份，其中回收有效問卷為440份，有效回收率12.23%。回收有效樣本進行資料整理，運用迴歸分析、相關分析、敘述性統計分析、信效度分析、獨立樣本t檢定、以及單因子變異數分析等方法進行統計驗證。
分析結果顯示，校務基金進用工作人員的個人環境適配度對離職傾向具顯著負向影響，學校獎酬制度對離職傾向亦有顯著負向影響。更進一步來說，「個人環境適配」中，以個人組織適配對離職傾向有較高程度的影響；「獎酬制度」中，以認可性報酬對離職傾向有較高程度的影響。

Since the National Universities were able to use their endowment funds to hire staffs to fill administrative manpower gaps. As their importance and numbers continue to grow, the selection and retention of talent have become issues that personnel departments need to face up to. This study was conducted on the administrative staffs of the National University endowment fund and examined the impact of person-environment fit and reward system on turnover intention. The person-environment fit was divided into four sub-factors: person-job fit, person-organization fit, person-supervisor fit, and person-group fit. The reward system was divided into three sub-factors: financial reward, recognition reward, and social reward. The study used person-environment fit and reward system as independent variables and turnover intention as the dependent variable to conduct related research.
This study excluded some part-time, daily, and hourly employees and only targeted full-time administrative staff members who were paid monthly. The research was conducted through an online digital questionnaire, and the questionnaire link was sent to the subjects by email. A convenience sampling approach was adopted, and a total of 3,325 questionnaires were distributed, of which 440 were effective questionnaires, resulting in an effective recovery rate of 12.23%. The study utilized the collected valid samples for data organization and employed statistical analysis methods, including regression analysis, correlation analysis, descriptive statistics, reliability analysis, independent sample t-tests, and one-way ANOVA, to verify the research framework.
The analysis results show a significant negative relationship between the person-environment fit and turnover intention of administrative staffs of National University Endowment Fund, as well as a significant negative relationship between the school reward system and turnover intention. In further detail, within the concept of person-environment fit, the person-organization fit has a higher degree of impact on turnover intention. Within the concept of reward system, recognition reward has a higher degree of impact on turnover intention.

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