不論是處於哪個產業、公司規模大小，每一間企業都十分注重離職率的相關議題。而離職傾向則是最能預測離職率的因子，而個人與環境適配與否，對員工的離職傾向有顯著的關聯性。此外，近年來，工作生活平衡成為絕多數上班族所追求的目標，而政府與企業亦投入一定程度的重視，然而，在個人與環境適配與否的前提之下，工作生活平衡是否能影響員工離職傾向的強度。
本研究旨在探討個人與工作(需求-供給、要求-能力)、組織、主管適配對離職傾向的影響，並以分為工作影響生活、生活影響工作、工作生活增益三個面向的工作生活平衡做為干擾變項，利用便利抽樣發送網路問卷，研究對象為一般上班族，並無侷限於單一產業，回收共171份問卷，排除無效樣本9份，共計162份有效問卷，並以SPSS與Mplus統計軟體進行分析。
研究結果顯示，在個人工作適配中的需求-供給適配、個人組織適配、個人主管適配，皆與離職傾向有顯著的負相關，然而在個人工作適配中的需求-供給適配與離職傾向則是有邊際的正相關。在工作生活平衡的干擾效果中，僅有工作影響生活的對要求-能力適配與離職傾向的負向關係，有邊際的加強效果，其餘的工作生活平衡變數對適配與離職傾向的關係並無顯著的干擾效果。
以上結果說明，工作生活平衡對調節個人環境適配對離職傾向負向關係並無太大效果，企業應更著重於員工個人與環境的適配與否，培養專業的人資人員以求招募到適合的人才，並傾聽員工的聲音，才是避免員工產生離職傾向的不二法門。

This research aims to examine the relationship between person-environment fit and turnover intention, and if it will be moderated by work-life balance. The results showed that the needs-suppliers fit, person-organization fit, and person-supervisor fit were significantly and negatively associated with turnover intention. However, the demands-abilities fit is marginally and positively correlative to turnover intention. Among the moderating effects of work-life balance, only the moderating effect of work interference with personal life marginally significant and strengthen the negative relationship between needs-supplies fit and turnover intention.
Based on our findings, this study proposed the managerial implications as below: (1) for pursuing the fit between employees need and company supplies, the organization should spend more time understand what employee needs, (2) companies should pay attention to employees; P-J, P-O, P-S fit. Whether human resource specialists’ professions can recruit the right person fit, and whether the training allows employees to fit.

Thesis validation letter i
摘要 ii
Abstract iii
Chapter 1 Introduction to the thesis 1
1.1 Introduction 1
1.2 Summary research aims 4
Chapter 2 Literature review 5
2.1 Person-environment fit 5
2.2 Work-life balance 8
2.3 Turnover intention 10
Chapter 3 Methodology 15
3.1 Research framework 15
3.2 Participants and procedure 18
3.3 Measures 20
3.4 Data analysis 22
Chapter 4 Results 23
4.1 Common method variance 23
4.2 Exploratory factor analysis 23
4.3 Reliability estimation 24
4.4 Confirmatory factor analysis 26
4.5 Descriptive statistics and correlations 27
4.6 Hypotheses testing 29
4.7 T-test and analysis of variance 33
Chapter 5 Conclusion 39
5.1 Theoretical contribution 39
5.2 Managerial implications 40
5.3 Suggestion for future research 41
Reference 42
Appendix: Research questionnaire 47

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