本研究欲探討(1)工作家庭衝突與離職意圖的關係；(2)以組織支持感為調節變數，對工作家庭衝突與離職意圖關係的影響；(3)以家庭支持感為調節變數，對工作家庭衝突與離職意圖關係的影響。此研究以台灣銀行業為發放對象，共回收198份問卷，有效問卷149份，有效回收率75.25%。回收有效問卷經過分析後，發現：(1)以工作時間為基礎之衝突和以家庭壓力為基礎之衝突與離職意圖呈現顯著正相關；(2)以組織支持感為調節變數，對於以工作時間基礎之衝突與離職意圖有顯著影響；(3)以家庭支持感為調節變數，對工作家庭衝突與離職意圖關係的並沒有顯著的影響。

This research collected opinions from bank workers and investigate (1) relationships between WFC and TI; (2) the moderating effect of POS on the relationships between work-family conflict and turnover intention; (3) moderating effect of PFS on the relationship between work-family conflict and turnover intention. Data were collected from a sample of 198 bank workers in Taiwan and 149 shares valid. Return rate is 75.25%. After analysis, we found that (1) job time-based WFC and family strain-based WFC have significant positive effect on TI; (2) moderating effect of POS has significant effect on the relatioship of job time based WFC and turnover intention; (3) no moderating effect was found of PFS.

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