本研究探討組織文化和僕人式領導對員工留任意願的影響，以 T 企業為個案進行深入分析。研究發現，組織文化的外部和內部因素對僕人式領導以及員工留任意願均產生顯著影響。更有趣的是，僕人式領導在組織文化和員工留任意願之間起到了關鍵的中介作用。

具體而言，當企業的組織文化注重服務精神和員工發展時，僕人式領導方式更易於在組織中推行和實施。這種以員工福祉為先的領導方式，不僅能直接提高員工的留任意願，還能通過強化良好的組織文化間接促進員工的歸屬感和忠誠度。可見，培養適切的組織文化環境是發展僕人式領導的基礎，二者相互促進，最終有利於企業留住優秀人才。

本研究問卷以T企業員工為受訪者，使用Survey Cake表單製作問卷輸出QR碼並於T企業發放，回收有效問卷共241份，經各式統計分析檢定。

本研究豐富了組織文化及僕人式領導的相關理論，為未來研究提供了新的思路和依據。同時，研究結果也為台灣企業在建設組織文化和實施領導實踐方面提供了可借鑒的經驗，有助於企業提高人才吸引力和留存能力。

This study explores the impact of organizational culture and servant leadership on employee retention, using the T supply chain company as a case study. The research finds that both external and internal aspects of organizational culture significantly affect servant leadership and employee retention. Servant leadership mediates this relationship, meaning that a culture emphasizing service and growth promotes the adoption of servant leadership. This leadership style, focused on employee well-being, directly and indirectly enhances employee retention by reinforcing organizational culture. The study contributes to theoretical understanding and provides practical insights for organizations to cultivate a positive culture and effective leadership practices to retain talented employees.

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