現代人力資源之父Dave Ulrich 在2022人才永續國際論壇中提到：「要做到高效營運、取得現金與資本、回應大環境的挑戰⋯⋯，一切都回歸到你的人才力。」根據資誠聯合會計師事務所(PWC)所發表的「2022 希望與恐懼調查報告」針對全球44個國家、共52,195位員工進行調查，指出有19%的員工可能會在未來一年轉換工作，企業應實施何種菁英人才管理措施，如何降低企業中優秀的人才離職傾向，讓他們願意留任，已是各家企業人力資源策略首要的關鍵任務。
本研究的目的在探討企業實施菁英人才管理措施對員工離職傾向的影響，並進一步探討工作鑲嵌和工作敬業度這兩個變數是否具有中介效果。同時，本研究也將採用HLM模型來探討組織層級因素和個體層級因素之間的交互作用，並分析菁英人才管理措施、工作鑲嵌和工作敬業度對菁英人才離職傾向的影響。
本研究以台灣有實施菁英人才管理的31家企業，共計254份問卷進行分析，統計結果顯示：(1)菁英人才管理措施與離職傾向具有負向關聯性。(2)工作鑲嵌對菁英人才管理措施及離職傾向具有部分中介效果。(3)工作敬業度對菁英人才管理措施及離職傾向具有部分中介效果。企業組織所設計實施的菁英人才管理措施應該更著重菁英人才外在連結、適配、犧牲以及從菁英人才的內在動機出發，為菁英人才提供挑戰性的工作和發展機會，以提高他們的工作滿意度和忠誠度，以減少菁英人才的離職傾向。

According to the "2022 Hope and Fear Survey" released by PWC, a survey of 52,195 employees in 44 countries worldwide, 19% of employees may switch jobs in the next year. Implementing effective talent management measures and reducing the attrition rate of talents in the company has become a top priority for HR strategies in various enterprises.

The purpose of this study is to explore the impact of implementing talent management measures on turnover intention and to further investigate whether two variables, job embeddedness and work engagement, have a mediating effect. In addition, this study will use the HLM model to explore the interaction between organizational and individual-level factors and analyze the effects of talent management measures, job embeddedness, and work engagement on turnover intention.

A total of 254 questionnaires from 31 Taiwanese companies that have implemented talent management measures were analyzed. The statistical results show that (1) There is a negative correlation between talent management measures and turnover intention.(2) Job embeddedness partially mediates the relationship between talent management measures and turnover intention.(3) Work engagement partially mediates the relationship between talent management measures and turnover intention.

Enterprise talent management measures should focus more on external connections, fit, sacrifice, and internal motivation of talents, provide them with challenging work and development opportunities, and increase their job satisfaction and loyalty to reduce their turnover intention.

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