本研究主要針對台灣某面板組裝廠進行員工在歷經企業變革中，對於員工離職意圖的研究，大部分企業冀望藉由變革快速改善營運績效，但是在變革過程中卻又擔心造成員工的流失，造成變革的副作用，因此，本研究在討論員工變革不確定感與員工離職意圖間放入組織承諾做探討，並且加入激勵制度做調節變數討論是否對於組織承諾產生影響，另外也加入僕人式領導作為調節變數，探討其對員工的離職意圖是否具有調節作用；本研究對個案公司回收之有效問卷共197份，結果顯示，組織變革不確定感對於組織承諾有顯著負向影響不成立，在變革過程中，員工對於工作權的喪失、角色衝突的憂慮以及資源減少的衝擊，並不直接影響員工對組織長久以來所建立對組織的情感與承諾；組織承諾對於人員的離職意圖有非常顯著的負相關，更可以進一步說明，在提升人員對組織承諾的承諾之後，員工對於公司企業或是組織的內心情感因素以及持續奉獻心力的意願有增強的效果，使得人員與組織有更緊密的關係，反應出來的就是員工對於離職意圖的相對減少，降低人員的離職念頭；組織變革不確定對於組織承諾的關係可由激勵制度來正面影響，但是對於在組織變革不確定感與激勵制度的交互作用下，對於組織承諾並無顯著影響；僕人式領導對組織承諾與離職意圖來發揮影響效用，其影響效果不及組織承諾對於離職意圖的直接影響，顯示在有較強組織承諾的單位中，僕人式領導的加入並不會對員工離職意圖有任何改變的作用，而組織承諾與僕人式領導的交互作用亦不會比單一組織承諾對離職意圖來的有顯著影響。

This research is focused on the turnover intention of Taiwan EMS (Electronic Manufacturing Service ) employee which is under the corporation wide organizational change. Most of corporations desire to improve the business performance quickly by organizational change, however, the side effect they concern is losing the manpower during the change. Thus, we add the motivation system as moderator between organizational change uncertainty and organization commitment to see how motivation system works. Also, we add the servant leadership as moderator between organization commitment and turnover intention to see the effectivenesss of servant leadership.
In the results of 197 valid questionnaires, employees` organizational change uncertainty insignificantly influences the employees` organizational commitment. Employees have built the solid emotions and commitments for a long time and trusted the company in the change of beginning.Meanwhile, organizational commitment significantly influences turnover intention. In the other word, when commitment has been enhanced in employee’s mind. Employees get together closely in their organization also helps to lower the employees’ turnover intention.
Motivation system can influence organizational change uncertainty and organizational commitment individually. However, the commitment could not be moderated by motivation. The servant leadership influences the organization commitment and turnover intention individually, however, the moderation effetiveness is insignificant. It means that in the condition of high organizational commitment, servant leadership has less effectivenesss to influence employee’s mind to change the turnover intention.

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