高科技產業一直是我國經濟成長的重要來源，研發人員更扮演著高科技產業中重要的角色，要如何延攬、留住優秀人才便是人力資源管理上相當重要的課題。現有研究指出，研發人員離職率過高，因此為企業帶來巨額的勞動移動成本，本研究從轉業的角度出發，了解高科技產業研發人員離職的原因。
過去關於離職的研究多半著重在薪資福利等因素，忽略了員工內在的認同，本研究填補此知識缺口，從研發人員的認同探討影響它們轉業的因素。其中，認同(identity)共分成兩構面：事業導向(career orientation)以及社交導向(social orientation)。本研究以X高科技公司的R&D人員為研究對象，對全體研發人員發放紙本問卷後共回收347份，回收率為34.7%。本研究結果顯示，屬事業導向的研發人員會傾向選擇專業技術性工作，而社交導向者會傾向選擇服務性工作。企業應針對不同認同導向的員工，實施不同的策略方案與提供不同的誘因，以達成留才手段。

It is a well-known fact that high-tech industry has an important influence on the rate of economic development in Taiwan and R&D personnel plays a key role in this industry. As it has been pointed out by many specialists that the labor turnover rate is high in this high-tech industry therefore it is important for management for the firms in this industry to do everything to reduce its labor turnover rates. It is for this reason that the major purpose of this paper is to investigate the causes of high labor turnover rate and design ways to reduce these high turnover rates.
A review of the current literature in the area of labor turnover it shows that most of these studies place their focus on compensation or benefit as causes of high turnover and means to reduce labor turnover. Unfortunately they have ignored the intrinsic identity of these employees. In this thesis we investigate factors causing employees to change jobs, especially the factor of personal identity. The so called personal identity can be divided into two dimensions: career orientation and social orientation. In this study we collected of 347 questionnaires from the R&D personnel of a high-tech company X. Our findings are: 1. personal identity plays a very significant role on career choice of R&D personnel. 2. Employees with career orientation prefer to choose professional technical jobs, while employees with social orientation prefer to choose service jobs. The policy implication is that employers must find out the different orientations of their employees, and then implement different plans to maintain these two types of employees and therefore reduce their turnover rates more effectively.

一、 中文部分
李叔霞，高科技研發人員人力資源管理需求之研究，國立中央大學，碩士論文，未出版，民國83年。
吳素靜，研究機構從業人員工作壓力問題研究，國立中央大學，碩士論文，未出版，民國87年。
徐進鈺，流動的鑲嵌：新竹科學園區的勞動力市場與高科技發展，台灣社會研究季刊，第35卷，頁75-118，2000。
馬維揚，台灣高科技產業發展之實證研究，台北：華泰書局，民國90 年。
二、 網路部分
科技統計名詞定義手冊，取自http://www.nsc.gov.tw/tech/S&T%20terminology.pdf。
科學工業園區設置管理條例，取自http://www.nsc.gov.tw/spu/public/Data/71026944371.pdf。張春興，從情緒發展理論的演變談情意教育，教育心理學報，第23期，1990。
三、 英文部分
Abbey, A., & Dickson, J. W. (1983). R&D Work Climate and Innovation. Academy of Management Journal, 26, 362-368.
Adams, Gerald R., & Fitch, Steven A. (1982). Ego stage and identity status development: A cross-sequential analysis. Journal of Personality and Social Psychology, 43(3), 574-583.
Adams, Gerald R., & Marshall, Sheila K. (1996). A Developmental Social Psychology of Identity: Understanding The Person-in-Context. Journal of Adolescence, 19(5), 429-442.
Allison, David. (1969). The R&D game: Technical men, technical managers and research policy. Boston, MA: Massachusetts Institute of Technology.
Arthur, Michael B., & Lawrence, Barbara S. (1984). Perspectives on environment and career: An introduction. Journal of Occupational Behaviors, 5.
Arthur, Michael, & Rousseau, Denise. (1996). The Boundaryless Career. New York: Oxford University Press.
Aryee, Samuel, & Leong, Chong Chee. (1991). Career Orientations and Work Outcomes Among Industrial R&D Professionals. Group & Organization Management, 16(2), 193-205.
Austin, Helen S. (1984). The Meaning of Work in Women''s Lives: A Sociopsychological Model of Career Choice and Work Behavior. Counseling Psychologist, 12(4), 117-153.
Bailey, D. (1989). Career counseling and guidance. In Windy Dryden, David Charles-Edwards & Ray Woolfe (Eds.), Handbook of ccounseling in Britain. London: Routledge.
Berzonsky, Michael D. (1990). Self-construction over the life span: a process perspective on identity formation. In Greg J. Neimeyer & Robert A. Neimeyer (Eds.), Advances in personal construct theory (Vol. 1, pp. 155-186). Greenwich, CT: JAI Press.
Berzonsky, Michael D. (1992). Identity style and coping strategies. Journal of Personality, 60, 771-778.
Berzonsky, Michael D. (1994). Self-identity: The relationship between process and content. Journal of Research in Personality, 28, 453-460.
Bryne, John, Wang, Young-Doo, Shen, Bo, Wang, Chongfang, & Kuennen, Craig R. (1994). Urbansustainability in an industrializing country context: the case of China. In Rusong Wang (Ed.), Urban Ecological Development: Research and Application (pp. 52-70). Beijing: Chinese Academy of Sciences.
Cheek, Jonathan M. (1989). Identity Orientations and SelfInterpretation. In David M. Buss & Nancy Cantor (Eds.), Personality Psychology: Recent Trends and Emerging Directions (pp. 275-285). New York: Springer-Verlag.
Cheek, Jonathan M., & Briggs, Stephen R. (1982). Self-consciousness and aspects of identity. Journal of Research in Personality, 16(4), 401-408.
Cheek, Jonathan M., & Hogan, Robert. (1983). Self-concepts, self-presentations, and moral judgments. In Jerry M. Suls & Anthony G. Greenwald (Eds.), Psychological perspectives on the self (Vol. 2, pp. 249-273). Hillsdale, NJ: Erlbaum.
Cron, W. L. (1984). Industrial Salesperson Development: A Career Stage Perspective. Journal of Marketing, 48, 41-52.
Derr, C. Brooklyn, & Laurent, Andre. (1989). The Internal and External Career: A Theoretical and Cross-cultural Perspective. In Michael B. Arthur, Douglas T. Hall & Barbara S. Lawrence (Eds.), Handbook of Career Theory (pp. 454-472). New York: Cambridge University Press.
Drucker, Peter F. (1985). Principles of sucessful innovation. Research Management, 28(5), 10-12.
Erickson, Erick H. (1980). Identity and the Life Cycle. New York: W. W. Norton and Company.
Evans, C. (1996). A review of career anchors in use. European journal of work and organizational psychology, 5, 609.
Freud, Sigmund. (1922). Group Psychology and The Analysis of Ego: University of Michigan Library.
Garden, Anna Maria. (1990). Career Orientations of Software Developers in a Sample of High Tech Companies. R&D Management, 20(4), 337-353.
Giannantonio, Cristina M., & Hurley-Hanson, Amy E. (2006). Applying image norms across Super''s career development stages. Career Development Quarterly, 54, 318-330.
Gottfredson, Linda S. (1981). Circumscription and compromise: A developmental theory of occupational aspirations. Journal of Counseling Psychology, 28, 545-579.
Hall, Douglas T. (1976). Careers in Organizations. Pacific Palisades, CA: Goodyear.
Hall, Douglas T. (1986). Career Development in Organizations (1 ed.): Jossey-Bass.
Haralambos, Michael. (1987). Sociology: Themes and Perspectives. London: Bell & Hyman.
Hargens, Lowell L. (1975). Patterns of Scientific Research. Washington, D.C.: American Sociological Association.
Holland, John L. (1973). Making Vocational Choice: A Theory of Vocational Personalities and Work Environments. Englewood Cliffs, New Jersey: Prentice-Hall.
Holland, John L. (1985). Making Vocational Choice: A Theory of Vocational Personalities and Work Environments (2 ed.). Englewood Cliffs, New Jersey: Prentice-Hall.
Holland, John L. (1997). Making Vocational Choice: A Theory of Vocational Personalities and Work Environments (3 ed.). Englewood Cliffs, New Jersey: Prentice-Hall.
Humlum, Maria Knoth, Kleinjans, Kristin J., & Nielsen, Helena Skyt. (2007). An Economic Analysis of Identity and Career Choice: Institute for the Study of Labor (IZA).
Kelman, Herbert C. (1961). Processes of Opinion Change. Public Opinion Quarterly, 25(1), 57-78.
Leavitt, William M. (1996). High Pay and Low Morale- can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency. Public Personnel Management, 25(3), 333-341.
Lent, Robert W., Brown, Steven D., & Hackett, Gail. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of Vocational Behavior, 45(1), 79-122.
Lent, Robert W., Brown, Steven D., & Hackett, Gail. (1996). Career development from a social cognitive perspective. In Duane Brown & Linda Brooks (Eds.), Career Choice and Development (3 ed.). San Francisco, CA: Jossey-Bass.
Malinowski, Bronislaw D. (1959). Crime and Custom in Savage Society (1 ed.). New Jersey: Littlefield, Adams & Co.
Marcia, James E. (1980). Identity in adolescence. In J. Adelson (Ed.), Handbook of adolescent psychology (pp. 159-187). New York: Wiley.
McCall, George J., & Simmons, J. L. (1966). Identities and interactions. New York: Free Press.
Nunnally, J. C. (1978). Psychometric theory. New York: McGraw-Hill.
Parsons, Frank. (1909). Choosing a vocation. Boston: Houghton Mifflin.
Schein, E. H. (1974). Career anchors and career paths: A panel study of management school graduates Technical report No. 1. Sloan School of Management. Cambridge, MA: MIT.
Schein, E. H. (1990). Career anchors: Discorering your real values. San Diego, CA: Pfeiffer.
Scholl, Richard W. (1983). Career Lines and Employment Stability. The Academy of Management Journal, 26(1), 86-103.
Shanklin, William L., & John K. Ryans, Jr. (1984). Organizing for high-tech marketing. Harvard Business Review, 164-171.
Sharf, Richard S. (1996). Applying career development theory to counseling (2 ed.): Wadsworth Pub Co.
Sherman, Philips M. (1982). Strategic Planning for Technology Industries: Addision-Wesley.
Stets, Jan E., & Burke, Peter J. (2000). Identity Theory and Social Identity Theory. Social Psychology Quarterly, 63(3), 224-237.
Super, Donald E. (1984). Career and life development. In Duane Brown & Linda Brooks (Eds.), Career Choice and Development. San Francisco, CA: Jossey-Bass.
Tiedeman, David V., & O''hara, Robert P. (1963). Career Development: Choice and Adjustment. New York: College Entrance Examination Board.
Wilk, Steffanie L., Desmarais, Laura Burris, & Sackett, Paul R. (1995). Gravitation to jobs commensurate with ability: longitudinal and cross-sectional tests. Journal of Applied Psychology, 80(1), 79-85.
Wrzesniewski, Amy, McCauley, Clark, Rozin, Paul, & Schwartz, Barry. (1997). Jobs, Careers, and Callings: People''s Relations to Their Work. Journal of Research in Personality, 31(1), 21-33.