摘要
本研究旨在分析組織政治知覺與離職傾向之關係，並進一步探討正向心理資本在組織政治知覺與離職傾向關係上的調節效果。
本研究以高科技產業之員工為研究對象，以便利抽樣方式發放問卷，探究組織政治知覺、離職傾向以及正向心理資本三者之關係。調查之高科技廠商共13家，發放900份問卷，回收問卷為286份，有效問卷為269份。樣本資料分別以因素分析、信度分析、差異性分析、相關分析、迴歸分析及層級迴歸分析等統計方法進行資料分析。
經實證分析後，本研究之結果歸納如下：
1. 個人背景變項中，公司服務年資在離職傾向上產生顯著差異。
2. 個人背景變項中，婚姻狀況在組織政治知覺上產生顯著差異。
3. 個人背景變項中，性別、婚姻狀況及公司服務年資在正向心理資本上產生顯著差異。
4. 組織政治知覺對離職傾向有顯著正向影響。
5. 正向心理資本對組織政治知覺與離職傾向之間產生部分顯著調節效果。
4-1 自我效能對於「上司政治行為知覺」與離職傾向的關係上，有顯著的調節效果。
4-2 自我效能對於「同事與小團體政治行為知覺」與離職傾向的關係上，有顯著的調節效果。
4-3 恢復力對於「同事與小團體政治行為知覺」與離職傾向的關係上，有顯著的調節效果。
根據研究結果，本研究提出對實務界以及後續研究者之建議，以供參考。

Abstract
The purpose of this study was to analyze the relationship between perceptions of organizational politics and turnover intention, and further to examine the moderating effect of positive psychological capital on the relationship between perceptions of organizational politics and turnover intention.
The employees of high technology industry were selected as the research participants in this study using convenience sampling to investigate the relationship among perceptions of organizational politics, turnover intention, and positive psychological capital. 13 companies were investigated, 900 questionnaires were released, 286 questionnaires were received and 269 within them were valid. The data was analyzed by applying statistical methods, i.e., descriptive statistics analysis, reliability analysis, factor analysis, correlation analysis, regression analysis and hierarchical regression analysis.
The empirical results were as follows:
1. There were significant differences in some individual background variables influencing turnover intention.
2. There were significant differences in some individual background variables influencing perceptions of organizational politics.
3. There were significant differences in some individual background variables influencing positive psychological capital.
4. Perceptions of organizational politics had a significantly positive influence on turnover intention.
5. Positive psychological capital partially moderated the effects of perceptions of organizational politics on turnover intention.
4-1 Self-efficacy moderated the effects of perceptions of supervisor behavior on turnover intention.
4-2 Self-efficacy moderated the effects of perceptions of coworker and clique behavior on turnover intention.
4-3 Resilience moderated the effects of perceptions of supervisor behavior on turnover intention.
Based on the research results, some suggestions were made for practices and future studies.

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