本研究以一家台灣半導體晶圓代工廠（以下簡稱A科技公司）為研究個案，探討其員工感知滿意度之現況、歷年趨勢及驅動因素。研究採用次級資料分析法，以Glassdoor平台上截至2026年5月10日的432則匿名員工評論與評分為主要資料來源，並以Herzberg（1959）雙因素理論為分析架構，對應Glassdoor六大評分構面進行系統性分析：（一）職涯發展機會、（二）薪酬與福利、（三）多元共融、（四）企業文化與價值觀、（五）高階管理、（六）工作生活平衡。

在地理分布上，432則評論中新加坡廠佔最多數（234則，54.2%），台灣新竹廠區（竹科）43則（10.0%），台灣台南廠區（南科）27則（6.2%），其餘128則（29.6%）未指定地點。台灣廠區的評論數量相對偏少，統計結論應審慎解讀。年度趨勢分析（2015–2026）顯示，以2021–2022年為評論量充足的基線期（平均評分約3.11–3.12分），2023年出現短暫回升（3.32分），但自2024年起明顯下滑；2026年資料僅涵蓋截至5月10日之評論（11則，YTD），不宜與完整年度直接等量比較，惟可作為最新趨勢之參考，截至資料蒐集日整體評分為2.9星（滿分5星），僅39%員工願意推薦給朋友。工作生活平衡（1.9分）低於Glassdoor同類雇主平均下限（2.67分），為六大構面中相對最需優先關注之面向。

This study examines the perceived employee satisfaction of A Technology Company, a Taiwanese semiconductor wafer foundry, using 432 anonymous Glassdoor reviews collected as of May 10, 2026 and Herzberg’s Two-Factor Theory as the analytical framework. As of the data-collection date, the overall rating was 2.9 stars, with only 39% of employees recommending the company. Work/Life Balance (1.9) was the lowest and fastest-declining dimension, falling below the peer-employer average, whereas Career Opportunities (3.3) and Compensation (3.2) were relatively strong. Ratings were stable during 2021-2022 but declined markedly from 2024. The Singapore site reported lower satisfaction than the Taiwan sites, with more pronounced diversity and inclusion concerns. The findings indicate that dissatisfaction is driven primarily by hygiene factors—long working hours, management transparency, and culture—consistent with Herzberg’s theory. The study recommends prioritizing Work/Life Balance reform, strengthening middle-management capability and performance transparency, and localizing diversity and inclusion practices at the Singapore site.

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