本研究主要談討在長期少子化的時空背景之下，金融保險產業如何因應隨之而來的勞動人口短缺，藉此探討是否可藉由管理機制來增進員工留任意願，以減緩缺工所帶來的相關影響。並就薪資管理以及升遷發展等不同面向，同步探討其對於不同生長背景、教育程度的員工，在於離職傾向之影響。
研究調查對象為金融保險業現職員工，總計發放500份問卷、有效問卷457份。研究結果顯示領導行為對離職傾向有負向影響；薪資管理在領導行為與離職傾向之間具有部分中介效果；升遷發展在領導行為與離職傾向之間具有部分中介效果但不顯著。
本研究根據上述調查結果進行討論，建議企業應著重加強主管對於員工的管理彈性，優化雙方溝通模式，幫助員工了解其對於本身工作的期望以及職涯發展的想法，以增進員工留任意願，減緩缺工所帶來的相關影響。

This study mainly explores how the finance and insurance industry copes with the ensuing labor shortage in the context of long-term low fertility rates and explores whether management mechanisms can be used to increase employees' willingness to stay and alleviate the consequences of labor shortage. related impacts. In addition, different aspects such as salary management and promotion development are also discussed, and their impact on the turnover trend of employees with different growth backgrounds and education levels is discussed.

The research subjects were current employees in the finance and insurance industry. A total of 500 questionnaires were distributed and 457 valid questionnaires were collected. The research results show that leadership behavior has a negative impact on turnover intention; compensation management has a mediating effect between leadership behavior and turnover intention; promotion and development have a partial mediating effect between leadership behavior and turnover intention but it is not significant.

Based on the discussion of the above survey results, this study suggests that companies should focus on strengthening supervisors' management flexibility for employees, optimizing the communication model between the two parties, and helping employees understand their expectations for work and career development ideas, thereby increasing employees' willingness to stay and mitigating Talent shortage problem. Work related impacts. .

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