過去組織人口學所提到的人口組成，僅以變異係數或Gini係數等單一指標來衡量 某一人口屬性的組成狀態。這樣的衡量方法較不易看清人口組成的結構型態，往往無法洞悉 問題的根源。且這方面的相關文獻，大多集中在人口組成影響面的討論，人口結構型態決定 面向的實證研究並不多見。為了補強這方面研究的不足，本研究首先將各種人口屬性的組成 ，簡化區分為高、中、低三個層級的 13 種各式組合，以具體地看出一個組織人口組成的型 態；同時，藉由不同的人口任用政策來模擬各種人口組成結構的可能動態變化。其次，本研 究將 13 種人口構型歸併為金字塔形、倒金字塔形、菱形、工字形等四種型態；並依據這四 種人口型態對〞員工流動〞與〞組織特性〞這二類變項進行實證分析。結果發現：員工流動 率、組織規模、公司成立年數、產業別、地區別等組織特性變項，對服務年資或年齡的組成 型態有顯著的關聯性。

　　　　　Despite the large amount of extended research on the relationship between organization demography and performance, researchers have given very little attention to the causes and correlations of various organizational shapes and forms. Pervious research on organizational demography has largely relied on single-dimension instruments, such as coefficient of variation or Gini index, to measure the degree of demographic heterogeneity within the organization. Without direct measurements of organizational configuration, this research stream failed to distinguish the effects of "diversity" from the effects of "organizational shapes". Based on the empirical data of more than 6008 establishments in Taiwan, this study extends prior research on organizational demography by proposing a simple taxonomy to classify organizations into four generic types: "pyramid", "reverse-pyramid", "diamond", and "I"-shape. It seeks to idenify the underlying mechanisms through which various structural factors affect an organization's demographic distribution. The results indicate that age and seniority distributions within an organization vary with turnover rates, size of the establishment, organizations' age, industry, and geographic location.