摘要

　　本研究探討工作家庭衝突、工作壓力、工作滿足與離職傾向之關係。以目前就職中的工作者為對象，共發出問卷300 份，回收254 份，有效問卷243 份，有效回收率81﹪。問卷回收後以SPSS 與Amos 5.0 統計套裝軟體進行相關、迴歸、典型相關、變異數分析等統計分析後，獲致如下研究發現：

　　針對就職中的243位工作者所做的統計分析獲得以下研究結果：工作壓力與工作家庭衝突為正向關係；工作壓力與工作家庭衝突分別和工作滿足呈現負向關係；工作家庭衝突、工作壓力與離職傾向為正向相關、工作滿足與離職意圖為負向相關。

　　本研究結果對企業管理階層提出以下建議：1. 發展壓力管理策略，協助員工適度改善因應壓力知覺能力的方法。2. 提升員工的工作滿足以降低員工的離職傾向，進而減少員工離職行為的發生。

Abstract

　　This study is about the relationships among work family conflict, job stress, job satisfaction and turnover intention. There are 300 questionnaires issued and 254 returned, 243 are useful and the rate is 81%. After getting questionnaires back, use SPSS for Window Statistical Software and Amos 5.0 to statistics correlation analysis,multiple regression ,canonical correlation analysis and analysis of variance et statistic analysis methods .
　　Analysis result on 243 workers shows: job stress has a positive relationship to work family conflict. Job stress and work family conflict has a negative relationship to job satisfaction separately. Job stress and work family conflict has a positive relationship to turnover intention separately; job satisfaction has a negative relationship to turnover intention.
　　This finding provides business managers that can develop stress management strategy to help employees to improve the ability to face stress perception and when they try to manage and prevent employees’ turnover, they can increase employees’ job satisfaction and to decrease employees’ turnover intention, and turnover behavior will reduce.

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