人力資源管理為企業管理重要的課題之一，而離職率在其中也被視為衡量內部人力資源流動情況的重要指標，本研究旨在探討工作生活平衡對工作滿意度、工作壓力及離職傾向的影響，透過工作與生活的平衡，是否能增加員工的工作滿意度，或降低員工的工作壓力、離職傾向。
本研究共回收514份問卷，扣除無效問卷54份問卷，最終有效問卷為460份，運用SPSS Statistics 17.0及 SmartPLS (V.3.3.3)統計軟體進行分析，結果如下：
一、 工作生活平衡中的個人生活介入工作構面對內在滿意的負向影響獲得支持；對外在滿意的負向影響未獲得支持。工作介入個人生活構面對內在滿意的負向影響未獲得支持；對外在滿意的負向影響獲得支持。工作個人生活提升構面對內在滿意及外在滿意的正向影響皆獲得支持。
二、 工作生活平衡中的個人生活介入工作構面、工作介入個人生活構面與工作負荷、個人發展、組織溝通之工作壓力皆有顯著正相關。工作個人生活提升構面對個人發展、組織溝通之工作壓力皆有顯著負相關；對工作負荷之工作壓力沒有顯著負相關。
三、 工作生活平衡中的個人生活介入工作構面對離職傾向的正向影響未獲得支持。工作生活平衡中的工作介入個人生活構面對離職傾向的正向影響獲得支持。工作個人生活提升構面對離職傾向的負向影響獲得支持。
四、 工作滿意度中的內在滿意對離職傾向的負向影響未獲得支持；外在滿意對離職傾向的負向影響獲得支持。
五、 工作壓力中的工作負荷、個人發展、組織溝通壓力對離職傾向的正向影響皆獲得支持。

關鍵字：工作生活平衡、工作滿意度、工作壓力、離職傾向

Human resource management is one of the important topics of business management, and turnover rate is also regarded as an important indicator to measure the flow of internal human resources. This study aims to explore the effect of work-life balance on job satisfaction, job stress, and turnover intention. Whether achieving work-life balance can increase employees’ job satisfaction or decrease job stress and turnover tendency.
In this study, 514 questionnaires were collected. Excluding 54 invalid questionnaires, 460 valid questionnaires were statistically analyzed by using SPSS Statistics 17.0 and SmartPLS (V.3.3.3). The results are as follows:
1. Personal life interference with work (PLIW) was negatively related to intrinsic satisfaction, while work interference with personal life (WIPL) was not. And PLIW was not negatively related to extrinsic satisfaction, while WIPL was negatively related. Work/personal life enhancement (WPLE) was positively related to intrinsic satisfaction and extrinsic satisfaction.
2. PLIW and WIPL were positively related to stress from workload, personal development, and organizational communication. WPLE was negatively related to stress from personal development, and organizational communication, but was not negatively related to stress from workload.
3. PLIW was not positively related to turnover intention, while WIPL was. And WPLE was negatively related to turnover intention.
4. Intrinsic satisfaction was not negatively related to turnover intention. And extrinsic satisfaction was negatively related to turnover intention.
5. Stress from workload, personal development, and organizational communication were positively related to turnover intention.

Key words: Work-life Balance, Job Satisfaction, Job Stress, Turnover Intention

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