人才是企業重要的資產，全球企業都在競逐人才，如何招聘優秀人才，進而留住關鍵人才，一直是企業管理上重視的課題。人員的流動不但會造成公司人事成本沉重的負擔，當關鍵人才的流失危機，若處理不當，組織營運更可能會被嚴重打擊甚至導致企業一蹶不振。許多主管會將人員離職的現象，歸咎於公司薪水太低、福利不好等等原因；其實根據調查顯示，多數員工離職的主要原因，其實是希望「離開主管」，因此，主管的管理模式及領導風格，才是員工留職與否的最大關鍵。
過去有關領導管理模式的研究，多半著重在探討領導者的特質（如人格特質、領導風格及行為等），然組織中除了領導者外，員工也是重要的成員之一。人與人之間需要互相尊重及彼此關懷，尤其在現今資訊快速發展的時代，僅僅靠加薪等物質來激勵員工是不夠的，領導者需要投入更多的情感來增強部屬對於組織的凝聚力及認同感。因此，領導者與部屬之間的交換關係是否會直接影響到部屬的離職意願，亦或是透過其它中介因子間接影響呢？
本研究針對364位台灣企業員工，探討部屬知覺領導行為中領導者與成員的交換關係對於離職意願的影響，並以情感性組織承諾為中介，檢視中介作用。研究結果發現：（1）領導者與成員交換關係對於員工的離職意願具有負面效果；（2）領導者與成員交換關係對於情感性組織承諾具有正面效果；（3）情感性組織承諾對於員工的離職意願具有負面效果；（4）情感性組織承諾在領導者與成員交換關係與離職意願間具有中介效果。
本研究最後依此發現說明理論與管理實務意涵，並就研究限制及未來研究方向進行討論。

Talent is the most valuable asset of a corporate. Corporate around the world are competing for talents. How to recruit and retain key talents has always been an important topic in corporate management. The employee turnover causes heavy burden on the company's personnel costs. Moreover, when companies face up the crisis of brain drain and if they do not manage the problem properly, it may cause severe harms that are hard to recover. There are always many supervisors impute the reason why an employee resign to salary, welfare and so on; in fact, according to the survey, the main reason for employees to resign is actually to "leave the supervisor". Therefore, the management model and leadership style of supervisors are the main key to the retention of employees.
In the past, researches on leadership management models mostly focused on the characteristics of leader (such as personality traits, leadership styles and behaviors). While besides leader, employee is also an important role in organization. In such an era that information technology develops rapidly, people need to respect and care for each other more. It is not enough to motivate employees only by increasing their salary. Leaders need to invest more emotions to enhance the cohesiveness of subordinates to the organization. Therefore, will the relationship between LMX directly affect the willingness to resign, or indirectly through other intermediaries?
This study aimed at 364 Taiwanese employees to discuss the subordinates’ cognized behavior about how relationship between LMX has impact on the turnover intention, and to examine the mediation effects through an affective organizational commitment. The results are as follows: (1) the relationship between LMX has a negative influence on the employee's turnover intention; (2) the relationship between LMX has a positive influence on the affective organizational commitment; (3) the affective organizational commitment to the employee has a negative influence on the employee's turnover intention; (4) affective organizational commitment has mediation effects between the relationship between LMX and the turnover intention.
This study provides the theory and management practices according to the findings, and discuss the research limitations and recommendations for future reference and study.

論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 領導者與成員交換關係理論 5
第二節　情感性組織承諾 10
第三節　離職意願 14
第四節 領導者與成員交換關係理論、離職意願之關係，以情感性
組織承諾為中介 18
第三章 研究方法 22
第一節 研究架構 22
第二節 樣本與程序 23
第三節 研究工具 25
第四節 分析方法 27
第四章 研究結果 29
第一節 各變項之描述性統計量與各變項間的相關程度 29
第二節 主管與成員交換關係對離職意願的影響與情感性組織承諾的
中介效果 31
第五章 討論與建議 38
第一節　研究結果 38
第二節　結果討論 40
第三節　研究建議 42
第四節　研究限制與未來研究方向 44
參考文獻 45
一、中文部份 45
二、英文部份 48
附錄　調查問卷 56

丁一倫（2003）。影響員工離職傾向因素之探討—以台中地區國際觀光旅館為例。私立朝陽科技大學休閒事業管理系碩士論文，台中市。
丁學勤、陳青勇（2010）。「校長轉型領導對教師組織承諾的影響：校長與教師交換品質之中介效果」。商管科技季刊，11(4)，531-563。
安鴻瑋（2012）。人格特質、領導成員交換關係、團隊成員交換關係與組織承諾之研究–以團隊私人關係為干擾變數。國立成功大學企業管理研究所碩士論文，未出版，台南市。
江信逸（2009）。企業社會責任、組織承諾與組織公民行為關係之研究。私立南台科技大學技職教育與人力資源發展研究所碩士論文，未出版，台南市。
吳宗祐（2008）。主管威權領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。《本土心理學研究》，30，3 -63。
妍蓉（民105年11月8日）。為什麼好人才不斷流失？5個步驟讓你留住想要的人才【創新拿鐵】。取自https://startuplatte.com/2016/11/08/why-good-employee-quit-five-step-to-solve/
李青芬、李雅婷、趙慕芬譯（1995）。組織行為學（六版），(譯自Robbins,S. P.,1992.Organizational Benaviour(6th ed))台北：華泰書局。
林良楓（1984）。會計師事務所查帳員工作滿足與組織承諾之研究。國立政治大學會計系研究所碩士論文，未出版，台北市。
林柏年（2008）。家長式領導與員工組織承諾、工作績效及離職傾向關係之研究。國立中正大學企業管理研究所碩士論文，未出版，嘉義縣。
邱宜珊（2007）。觀光旅館業部屬的工作生活品質與組織承諾之探討。私立南華大學旅遊事業管理研究所碩士論文，嘉義縣。
施妤璇（2006）。轉換型領導、交易型領導對工作績效與離職傾向之研究—以組織承諾為中介變項。國立中央大學人力資源管理所碩士論文，未出版，桃園市。
高松欽（2013）。看守所戒護人員的內外控人格特質與領導部屬交換關係對離職傾向之影響—情感性承諾的干擾效果與中介效果。私立嶺東科技大學經營管理研究所，未出版，台中市。
張火燦、紀乃文（2006）。護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果，人力資源管理學報，6(2)，111-133。
張緯良、羅新興、梁成明（1998）。國軍志願役軍官退伍原因之研究。第六屆國防管理學術暨實務研究會，台北國防管理學院。
曹翠栩（1984）。我國企業界技術專業人員離職意願之探討。管理評論，3(3)，52-57。
許靜怡（2000）。LMX 關係品質之質性研究。國立中正大學企業管理研究所碩士論文，嘉義縣。
陳怡秀（2006）。員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性研究。國立中央大學人力資源管理所碩士論文，未出版，桃園市。
陳建成（1996）。統一超商店長領導型態與員工離職傾向之研究，國立中正大學勞工研究所碩士論文，嘉義縣。
陳瑩綻（2005）。LMX 的本土問卷建構與驗證。國立中正大學企業管理所碩士論文，嘉義縣。
曾垂凱（2012）。情感承諾對LMX與員工離職意向關係的影響。管理評論，11，106-113。
黃建達（2000）。主管與部屬人際交換關係之決定要素及其對部屬工作態度影響之研究。國立中央大學人力資源管理研究所碩士論文，桃園市。
黃國隆（1986）。中學教師的組織承諾與專業承諾。國立政治大學學報，53，55-84。
黃開義（1984）。工作特性、個人特質、領導型態、工作滿足與組織承諾對離職意願之影響。私立中原大學機械工程研究所碩士論文，桃園市。
熊欣華、陳欽洲（2012）。「自己人更優惠，或是更辛苦？領導部屬交換關係中的矛盾」。人力資源管理學報，12(4)，29-52。
樊景立（1978）。紡織廠女作業員離職行為之研究。國立政治大學企業管理研究所碩士論文，台北市。
鄭伯壎（1995）。差序格局與華人組織行為。本土心理學研究，3，142-219。
蘇雯鈴（2003）。管理活動對主管－部屬關係品質影響之研究。銘傳大學國際企業學系碩士論文，台北市。
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology,63(1), 1-18.
Allen, N. J., & Meyer,J. P. (1993). Organizational commitment : Evidence of career stage effects. Journal of Business Research,29,49-61.
Allen, N. J., Meyer, J. P., & Smith, C. A. (1991). Commitment to organizations and occupations : Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Baron, R. M., & Kenny, D. A. (1986).The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Bass, B. M. and B. J. Avolio (1990), Transformational Leadership Development: Manual for the Multifactor Leadership Questionnaire, Palo Alto, CA.: Consulting Psychologists Press.
Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42.
Blegen , M. A.,C. W. Mueller, and J. L. Price., (1988).“Measurement of kinship responsibility for organizational research”, Journal of Applied Psychology, 73, 402-409.
Bolino, M. C., and Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. The Leadership Quarterly, 20(3), 276-286.
Bozeman, D. P., & Perrewe, P. L. (2001). The effect of item content overlap on organizational commitment questionnaire – turnover cognitions relationships. Journal of Applied Psychology, 86(1), 161-73.
Brouer, R., and Harris, K. (2007). Dispositional and situational moderators of the relationship between leader–member exchange and work tension. Journal of Applied Social Psychology, 37(7), 1418-1441.
Buchanan, B. (1974). Building organizational commitment : The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.
Chatman, J. (1991). Matching people and organizations : Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459-484.
Dalton, D. R., Krackhardt, D. M., & Porter, L. W. (1981).Functional turnover: An empirical assessment Journal of Applied Psychology, 66(6), 716-721.
Dalton, D. R., W. D. Totor, and D. M. Krachard., (1982). Turnover overstated：A functional taxonomy. Academy of Management Review,7,117-123.
Dansereau, F., Graen, G. and Haga, B. A. (1975).A vertical-dyad linkage approach to leadership within formal organizations: a longitudinal investigation of the role making process. Organizational Behavior and Human Performance,13, 46–78.
Dienesch, R. M. & Liden, R. C. (1986).Leader-Member Exchange Model of Leadership: A Critique and Further Development. Academy of Management Review, Vol. 11,No. 3, 618-634.
Ellemers, N., De Gilder, D., & van den Heuvel, H. (1998).Career-oriented versus team-oriented commitment and behavior at work. Journal of Applied Psychology, 83(5), 717-730.
Friedman, H. H., and Langbert, M. (2000).Abraham as a transformational leader. Journal of Leadership and Organizational Studies, 7(2), 88-95.
Gerstner, C. R., and Day, D. V. (1997). Meta－analytic review of leader－member exchange. Theory : Correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
Graen, G. B. & Uhl-Bien, M. (1995). Relationship–based approach to leadership :Development of leader–member exchange(LMX) theory of leadership over 25 Years : Applying a multi-level multi-domain perspective. Leadership Quarterly,Vol.6(2), 219–247.
Graen, G. B., Liden, R. C. & Hoel, W. (1982). Role of leadership in the employee withdrawal process. Journal of Applied Psychology, 67, 868–872.
Graen, G., & Scandura, T. (1987).Toward a psychology of dyadic organizing. Instaw, B. & Cumming, L. (Eds.). Research in Organizational Behavior, 9,175-208.
Graen, G.B. & Cashman, J.F.(1975). A role making model of leadership in formal organizations :A developmental approach.〞In J.G.Hunt & L.L.Larson(Eds)，Leadership Frontiers:pp143-165.，Kent，Ohio: Kent State University Press.
Graen, G. B. & Uhl-Bien, M. (1995). Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6 , 219-247.
Green, S. G., Anderson, S. E. & Shivers, S. L.(1996). Demographic and organizational influences on leader-member exchange and related work attitudes. Organizational Behavior and Human Decision Processes, 66, pp.203-214.
Guieford, J. P. (1965). Fundamental Statistics in Psychology and Education. New York: McGraw-Hill Publishing.
Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling [White paper]. Retrieved from http://www.afhayes.com/ public/process2012.pdf
Howell, J. M., and Avolio, B.J. (1993). Transformational leadership, transactional leadership, locus of control, and support for innovation: key predictors of consolidated-business-unit performance. Journal of Applied Psychology, 78(6),891-902.
Kantor, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33(4) ,499-517.
Karsh, B., Booske, B. C., & Sainfort, F. (2005).Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover. Ergonomics, 48(10), 1260-1281.
Kinicki, A. J. & Vecchio, R. P.(1994). Influences on the quality of supervisor-subordinate relations：The role of time-pressure, organizational commitment, and locus of control. Journal of Organizational Behavior, 15, pp.75-82.
Lee, T. W. & Mowday, R. T. (1987).Voluntarily Leaving an Organization: An Empirical Investigation of Steers and Mowday’s Model of Turnover. Academy of Management Journal, 3 (4), 721-743.
Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader-member　exchange : An empirical assessment through scale development. Journal of　Management, 24(1), 43-72.
Liden, R. C., Wayne, S. J., & Stilwell, D. (1993).A longitudinal study on the early development of leader-member exchanges. Journal of AppliedPsychology, 78(4), 662-675.
Liu, Z., Cai, Z., Li, J., Shi, S., and Fang, Y. (2013). Leadership style and employee turnover intentions: A social identity perspective. Career Development International, 18(3), 305-324.
Macky, K., & Boxall, P. (2007).The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18(4), 537-567.
Mathieu, J. E. & Zajac, D. M. (1990).A review and meta-analysis of the antecedents, correlates and consequence of organizational commitment. Psychological Bulletin, 108, pp.171-194.
Miller, H. E. and Katerberg , R. (1979). Evaluation of the Mobley, Honer and Hollingsworth Model of Employee Turnover. Journal of Applied Psychology ,Vol.64.
Mobley, W. H. (1977). Intermediate Linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2),237-240.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978).An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4),408-414.
Mobley,W .H. (1982). Employee Turnover : Causes, Consequences, and Control , Reading, Mass.: Addison-Wesley.
Mohan T.,(2000).Leadership Styles in Information Technology Projects. International Journal of Project Management, 18(4), 235-241.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979).The measurement of Organizational commitment. Journal of Vocational Behavior, 14, 224-247
Mowday, R. T., Steers, R. M., & Porter, L. W. (1982). Employee-organization linkages: The psychology of commitment, absenteeism and turnover. New Your : Academic Press.
Nur Qurratul'Aini, I. (2011). Hubungan Saiz Kumpulan, Jalinan Kumpulan Kerja dan Komitmen Kumpulan Kerja : Satu Kajian Kes di RISDA, University Utara Malaysia.
Nystrom, P.C. (1990). Vertical exchange and organizational commitments of American business managers. Group and Organization Studies, 15,296-312.
O'Reilly, C. A., & Chatman, J. (1986).Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
Oyunchimeg Ganbaatar(2017).To investigate the relationship among LMX, psychological contract, organizational commitment, job satisfaction, and turnover intention of Mongolian employees. Chinese Culture University, Taipei, Taiwan.
Peter W. Hom and Rodger W. Giffen, H.H Hand, and B.M Meglino(1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin,86,493-522.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. N. (1974).Organizational commitment, job satisfaction, and turnover among psychiatrictechnicians. Journal of Applied Psychology, 59(5), 603-609.
Scandura, T. A. & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69, 428-436.
Staw, B. M. (1980).The consequences of turnover. Journal of Occupational Behavior,1,253-273.
Steers, R. M. (1977).Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
Stell, R. P. & Ovalle, N. K. (1984).A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology. 69(4), 673-686.
Stordeur, S., D'hoore, W., and Vandenberghe, C. (2001).Leadership, organizational stress, and emotional exhaustion among hospital nursing staff. Journal of Advanced Nursing, 35(4), 533-542.
Tepper, B. J., Duffy, M. K., Hoobler, J., & Ensley, M. D. (2004).Moderators of the relationships between coworkers’ organizational citizenship behavior and fellow employees’ attitudes. Journal of Applied Psychology, 89(3), 455-465.
Wayne, S. J., Shore, L. M. & Liden, R. C.(1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
Wiener, Y. (1982). Commitment in organizations: a normative view. Academy of Management Review, 7(3), 418-428.
Wilson, D. (1995).An integrated Model of Buyer-Seller Relationships. Academy of Marketing Science Journal, 23(4), 335-346.