台灣半導體產業蓬勃發展，缺工議題嚴重，而在當今流程和技術的快速創新下，提供良好員工體驗的主要目的是為了管理和留住人才，能夠為員工服務的組織能為員工帶來好的員工體驗，也具有優勢留住對組織感到滿意和敬業的員工，敬業的員工對工作充滿熱情，並為實現組織目標和利益採取積極行動。人力資源進入員工體驗盛行的時代使得眾多組織對此越加重視，同時員工對組織的態度也開始是組織重視的議題近年來各產業除了追求公司的績效外，也開始重視員工體驗，員工體驗超越傳統的人力資源功能，員工體驗是一股新的趨勢，員工體驗的意義是要以員工為核心改善工作體驗，讓員工感受到被組織重視，進而提升員工對工作的敬業度、滿意度，以及對組織的認同感。本研究藉由探討台灣科技業員工對於員工體驗之感受，藉以了解員工體驗是否能夠提升組織績效—留任意願，此外也將員工敬業度以及員工對於組織之認同感分別作為中介變項與調節變項，藉此探討影響科技業員工工作態度和表現的因素與過程。本研究透過問卷調查的方式，調查來自任職於科技業且位於新竹科學園區之企業員工，共收回248份有效問卷，分析結果支持部分假設，員工體驗與員工敬業度具有顯著正相關，而員工敬業度與留任意願也具有顯著正相關，而員工敬業度在員工體驗與留任意願間具有部分中介效果，組織認同在員工敬業度與員工留任意願間不具有明顯的調節效果。

The world of work is changing, and so is the employee experience. To provide an environment where employees want to stick around, numerous organizations and human resource departments are now focusing on how to provide a fabulous working environment to all employees. Employee experience is becoming a priority foremost of business organizations. Employee engagement is the most important concept in management that is taken into cognizance to keep the workforce motivated and engaged. The purpose of the study was to map the relationships among employee experience, employee engagement, intention to stay, and organizational identification by investigating the employees in the high-technology industry. Results are based on the sample of 248 employees who work in the high-technology industry at Hsinchu Science Park, and some of the hypotheses of the study are supported. First, employee experience is positive and significantly associated with employee engagement. Second, employee engagement is positive and significantly associated with the intention to stay. Third, employee engagement is mediating the relationship between employee experience and intention to stay. Lastly, organizational identification is not significantly moderate between employee engagement and intention to stay.

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