台商進入大陸，長時間以來卻受到員工高離職率而困擾不已，員工離職所伴隨的問題讓企業不斷的支出無形成本、也讓企業隨時暴露在不確定的風險中。降低員工的離職傾向對員工和企業都會產生正面的效應，創造雙贏的局面。
本研究探討領導型態、組織文化、工作滿意、與離職傾向的關係，其中領導型態以民主式領導型態為主，組織文化區分為官僚嚴謹型及創新支持型二項。工作滿意則以薪資滿意、上司滿意、工作內容滿意、同事滿意四項等對離職傾的影響。本研究對大陸藉員工共發出320份問卷，有效問卷295分進行統計分析所獲得之研究結果，而研究結果發現個人特徵對研究構面有部份有差異。民主式領導型態則是對工作滿意度、組織文化、離職傾向有顯著的影響。組織文化對工作滿意度、離職傾向亦有顯著的影響。在工作滿意度的四項變數中只有薪資滿意對離職傾向有顯著的影響，薪資滿意為最大影響因素。民主式領導型態、組織文化、工作滿意度對離職傾向有顯著影響。

Taiwanese companies in China have long struggled with high labor turnover. Problems associated with the high labor turnover will continue to cause companies intangible cost and exposure to uncertain risks. Lowering the turnover rate will bring positive effect to both companies and employees and creates a win-win situation.
This research will look into leadership style, organizational culture, job satisfaction, and relations to turnover intentions. Leadership style is mainly based on democratic-style leadership, and organizational culture is divided into traditional conservative type and creativity supportive type. Relation between job satisfaction and labor turnover is based on four categories:
pay satisfaction, supervisor satisfaction, job content satisfaction, and colleague satisfaction. This research provided 320 copies of survey to Chinese workers and analyzed the 295 copies considered as effective response. From the survey results, it shows partial differences from personal characteristics to the research dimension. Democratic-style leadership shows great influences on job satisfaction, organizational culture, and turnover intentions. Organizational culture also shows great influences on job satisfaction and turnover intentions. However, under the four categories of job satisfaction, only pay satisfaction shows great influence on turnover intention and plays a significant effect. Therefore, democratic-style leadership, organizational culture, and job satisfaction all shows significant effect on turnover intention.

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