一間公司除了有形的資產之外，最重要的就是竭盡心力投入工作的員工們，優秀的人才能為公司提高產能、創造價值；然而，「水往低處流、人往高處爬」，優秀的員工未必會持續地留在同一工作崗位。因此，降低員工離職傾向，維持員工一定程度的穩定性，對公司來說是重要的課題。
透過文獻回顧，本研究探討知覺外部聲望、組織氣候、組織承諾與離職傾向等構面之間的關係，對某航空公司進行問卷調查。共計獲得有效問卷255份，根據結構方程模式結果顯示，知覺外部聲望對組織承諾有顯著正向影響，組織承諾對離職傾向有顯著負向影響。最後根據研究結果，本研究提出建議，以供後續研究者及航空業者做為參考。

The objective of this study is to explore the relationship among perceived external prestige, organizational climate, organizational commitment and turnover intention by using structural equation modeling(SEM). The samples in the study contain 255 employees from the chosen airline company in this study. The results show that the relationship between perceived external prestige and organizational commitment is positive and also the relationship between organizational commitment and turnover intention is positive.

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