隨著勞動力市場的快速變化，職涯規劃的重要性逐漸受到重視。工作者們若能制定完整的職涯規劃，便能更容易在職業生涯中取得成功，對組織而言亦能降低員工的離職意圖。本研究旨在討論職涯規劃與離職意圖之間的關係，並將職涯遲滯和風險傾向設定為調節變數，討論其分別與共同對主效果產生的影響。
本研究採問卷調查法，樣本為231位具有四年以上工作經驗的工作者。研究結果發現：職涯規劃與離職意圖呈現負相關，當工作者遭遇職涯遲滯時，職涯規劃與離職意圖的負向關係會減弱；此外，工作者的風險傾向對主效果所產生的調節作用並不顯著，可知風險傾向並不會對職涯規劃與離職意圖之間的負向關係產生影響；最後，當工作者具備高風險傾向、並且面臨高程度的職涯遲滯時，若他們的職涯規劃程度越高，則會產生越低的離職意圖。我們推測該結果可能受到控制變數的影響：受測者的「年紀」與「現在職位的工作年資」會影響離職意圖。總結，本研究提出兩個可能影響工作者職涯規劃程度與離職意圖之關係的調節變數，並加以驗證，提供資訊予工作者及組織作為個人職涯規劃與組織人力資源措施實施的參考。

Changes in labor market require people to make a more complete career planning if they want to succeed in their future career. This study was conducted to analyze the relationship between career planning and turnover intention, and the possible outcomes when we consider career plateau and risk-taking propensity as moderators on the main effect. We use survey method to collect the questionnaires from individuals with four years of work experience and above to be our samples.
In support of our hypothesis, career planning is negatively correlated with turnover intention, and career plateau is a moderator which mitigates the main effect. Risk-taking propensity was assumed to be another moderator which also mitigates the main effect, while this hypothesis is not supported. Besides, when we consider both career plateau and risk-taking propensity as moderators towards the main effect, the two moderators actually strengthen the main effect. The link between career planning and turnover intention was independent of risk-taking propensity and it will be mitigated by career plateau. Lastly, implications for career plateau and turnover intention will be discussed.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
1. Introduction 1
1-1. Research Background 1
1-2. Research Motivation 3
1-3. Research Objectives 5
2. Literature Review 9
2-1. Career 9
2-2. Career Planning 9
2-3. Career Plateau 10
2-4. Awareness of career plateau 15
2-5. Risk-taking propensity 16
2-6. Turnover intention 19
2-7. Career Planning and Turnover Intention 20
2-8. Career Plateau and Turnover Intention 22
2-9. Risk-taking propensity and Turnover Intention 23
2-10. Hypotheses and Research framework 23
3. Methodology 25
3-1. Sampling method and survey 25
3-2. Scales 25
4. Results 29
4-1. Descriptive Statistics of the samples 29
4-2. Correlation of the variables 32
4-3. Control variables 33
4-4. Regression analysis 36
5. Discussion 50
5-1. Limitation and Future suggestions 50
5-2. Management implication 53
6. Conclusion 57
7. References 58
8. Appendix 66

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