本研究以工作及家庭場域中的角色行為觀點對離職傾向議題進行系統性的探討。針對工作角色內的行為、工作角色外的行為以及工作與家庭角色間的行為，分別以工作投入、組織公民行為及工作—家庭衝突做為自變項，探討對於離職傾向的影響效果。本研究以台灣高科技產業中的非主管職員工為樣本，以問卷調查的方式搜集研究資料，共計發出問卷300份，有效樣本為240份，有效回收率為80.0%。本研究以路徑分析的方式進行研究假設驗證，發現工作投入及工作—家庭衝突對於離職傾向有顯著的影響效果，工作投入對於組織公民行為有顯著的正向影響效果。根據研究結果，本研究討論對應之理論與實務意涵，以及針對後續研究者之相關建議。

This article studied turnover intention systematically with role behavior of work and family filed. The independent variable of intra-role behavior, extra-role behavior and inter-role behavior is work engagement, organizational citizenship behavior and work-family conflict respectively. The samples were non-management employees of high-tech industrials in Taiwan. The data was collected via questionnaires. A total amount of 300 questionnaires were distributed and among which 240 effective copies were collected, which account 80.0% effective recovery rate. Path analysis is adopted for hypotheses testing. The results showed that work engagement, and work-family conflict had influence on turnover intention significantly. In addition, work engagement had positive significantly influence on organizational citizenship behavior. Finally, theoretical and practical implications, and suggestions for future researches are discussed.

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